Nurse Leader Role Research Articles

Empowering Leadership: A Journey of Growth and Insight Through a Mentoring Program for Nurses in Leadership Positions.

This study explores the experiences of mentors and mentees participating in a mentor program for nurses in leadership positions, aiming to identify areas for program improvement. A qualitative approach was used, with semi-structured interviews conducted with 20 nurses in leadership roles. The participants, 10 mentees and 10 mentors, were involved in the Norwegian Nurses Organization's "Mentor Program for Nurses as Leaders". Thematic analysis was applied to the data. Participants in the mentorship program reported increased leadership awareness, stronger motivation, better stress-coping mechanisms, and greater confidence as leaders. They received valuable feedback and support from their mentors, boosting their motivation to pursue leadership roles. Both mentees and mentors expressed a desire for a longer program and emphasized the importance of networking opportunities, along with the need for predictability and long-term planning to improve program effectiveness. Participants reported that the mentorship program increased their awareness, motivation, coping skills, and confidence as leaders, encouraging them to pursue leadership roles. The results show that the NNO's mentor program positively influences leadership aspirations of new nurse leaders, with potential for further development in networking and program duration.

Increasing Generative Artificial Intelligence Competency among Students Enrolled in Doctoral Nursing Research Coursework.

Generative artificial intelligence (AI) tools may soon be integrated into health care practice and research. Nurses in leadership roles, many of whom are doctorally prepared, will need to determine whether and how to integrate them in a safe and useful way. This study aimed to develop and evaluate a brief intervention to increase PhD nursing students' knowledge of appropriate applications for using generative AI tools in health care. We created didactic lectures and laboratory-based activities to introduce generative AI to students enrolled in a nursing PhD data science and visualization course. Students were provided with a subscription to Chat Generative Pretrained Transformer (ChatGPT) 4.0, a general-purpose generative AI tool, for use in and outside the class. During the didactic portion, we described generative AI and its current and potential future applications in health care, including examples of appropriate and inappropriate applications. In the laboratory sessions, students were given three tasks representing different use cases of generative AI in health care practice and research (clinical decision support, patient decision support, and scientific communication) and asked to engage with ChatGPT on each. Students (n = 10) independently wrote a brief reflection for each task evaluating safety (accuracy, hallucinations) and usability (ease of use, usefulness, and intention to use in the future). Reflections were analyzed using directed content analysis. Students were able to identify the strengths and limitations of ChatGPT in completing all three tasks and developed opinions on whether they would feel comfortable using ChatGPT for similar tasks in the future. All of them reported increasing their self-rated competency in generative AI by one to two points on a five-point rating scale. This brief educational intervention supported doctoral nursing students in understanding the appropriate uses of ChatGPT, which may support their ability to appraise and use these tools in their future work.

The Role of Nursing Leadership in Dismantling Racism in Nursing: A Call to Action.

Racism is a structural determinant of health that affects mental health outcomes in the United States and globally. Nursing leaders must respond to a call to action to address racism in nursing. The purpose of the current article is to present evidence-based, race-conscious strategies for nurses in leadership roles to identify, challenge, and mitigate racism in nursing education and practice. Building on a theoretical framework, we share essential diversity, equity, and inclusion (DEI) strategies for dismantling racism in nursing. These DEI strategies include: (1) critical self-reflection, (2) mutual respect and recognition, (3) challenging White privilege, (4) leveraging available resources, (5) intentional advocacy/strategic planning, and (6) continuing education. The work of this American Nurses Association (ANA)-Illinois DEI Expert Panel is presented as an example of a statewide initiative to promote a greater understanding of the global history of racialization and challenge nursing leaders to act now to eliminate the contemporary effects of racism in the nursing profession. To truly challenge and mitigate racist practices, nursing leadership must be proactively engaged and have a strategic action plan in place to confront structural racism. [Journal of Psychosocial Nursing and Mental Health Services, xx(xx), xx-xx.].

Leadership Strategies to Increase Psychological Safety of Nurses: A Longitudinal Study.

A work environment where employees feel comfortable taking chances without fear and with sufficient protection from retaliation is psychologically safe. The objective of this study was to investigate the effects of leader training for nurse managers on psychological safety of clinical registered nurses. The study was designed a longitudinal outcomes approach to assess nurse leader intervention (classes on leadership methods and psychological safety) with pre- and post-intervention measurement of nurse psychological safety at each time point. The intervention and nurse leader rounding were shown to increase individual psychological safety climate scores of clinical nurses. Psychological safety is an important component to consider in a nursing leadership role. Leadership interventions that focus on the tenets of psychological safety and include methods of being present, such as nurse leader rounding, can foster a sense of a psychologically safe environment for clinical registered nurses.

Enhancing Culturally Appropriate Care: The Role of Nurse Leaders.

Although culturally appropriate care is vital to quality of care, many barriers exist to implementing culturally appropriate care in practice. Nurse leaders are in a position where they can act toward addressing some of the barriers and engage nursing staff in strategies to promote the implementation of culturally appropriate care practices on a unit. This article is an opinion piece wherein the authors illustrate leadership strategies that advocate for and nurture a practice where nursing staff are supported to apply their culturally appropriate skills in practice.

Strategies for academic nursing to advance global and planetary health: A call to action

Nurses play a crucial role in addressing human health influenced by global forces such as pandemics, and political conflicts that displace millions; in leading efforts to promote planetary health; and in achieving the United Nations (UN) Sustainable Development Agenda. Academic nursing programs have a significant role in actualizing nursing's impact on global health (GH) and planetary health (PH). This paper describes how nursing programs can actualize their GH and PH nursing perspectives to benefit students and society, thereby increasing nursing's effectiveness and improving health outcomes in local and global settings. Numerous strategies to actualize GH and PH perspectives were derived from current literature and an assessment of eleven nursing program websites. Nursing programs may adopt program-wide strategies such as reflecting GH and PH in their mission statement; through education, in courses; and through faculty or student scholarship, policy endeavors, and/or partnerships. Now is the time to take such action, recommitting to GH and PH nursing and deepening nursing's impact. Academic nursing programs' leadership role in society, and their role in preparing nurses to lead, educate, discover, and advocate is essential for the health of populations and the planet long into the future.

The Journey and Experiences of Female Hispanic Nurse Leaders.

This study aimed to understand the experience of female Hispanic nurses in formal leadership roles. Research has identified that a diverse nursing leadership workforce is essential to providing optimal patient care. Little is known about the phenomenon of minority nurse leaders, particularly female Hispanic nurses in leadership roles. Ricoeur's hermeneutic phenomenology guided the interviews of 15 female Hispanic nurses in leadership roles. Three themes were generated that described the environment in which leaders lived: family, culture, and healthcare organization. Four phenomenological themes were identified: weaving my life fabric, my inner dialogue, weight on my shoulders, and paving the way. The study findings highlight the importance of a diverse and inclusive nursing leadership workforce. By proactively addressing equal opportunities, reducing barriers to career advancement, and developing strategies to support and encourage minority nurses, organizations and communities can recruit and retain qualified underrepresented minority nurse leaders.

Facilitated engagement approach: A novel approach to guide mentor conversations

BackgroundMentorship has been recognized as a strategy to develop leadership competencies in clinical leaders and has been integrated into leadership programs. However, there are few published frameworks to guide mentor conversations with mentees training to assume nursing leadership roles. ObjectiveThis study explores mentors' perceptions of 6-month mentorship, a component of the Strengths-Based Nursing Leadership program, the effectiveness of the Facilitated Engagement Approach, a pedagogical strategy developed to facilitate conversation between the mentor and mentee, and the impact of mentorship on leadership practice of mentees. MethodsA mixed method qualitative and quantitative approach was used with semi-structured interviews and bi-weekly survey among mentors. Data were thematically analyzed. ResultsMentors described the use of the Facilitated Engagement Approach to guide their mentorship conversations and found it to be effective in mentoring program participants. Mentors described techniques used and the process of deepening a reflective mentorship conversation. The Spiraling Process (58 %) and the Story Sharing Process (74 %) were integral aspects of the Facilitated Engagement Approach used. Mentorship was found to be impactful in that mentors reported a change in their mentee. ConclusionsThe Facilitated Engagement Approach was an effective tool for mentees and mentors to develop leadership capacities.

The impact of ‘sleeping night shifts’ on veterinary clinical staff's cognitive performance and fine motor skills

Lack of sleep can affect concentration and reaction times. This study investigates the effects of working on-call emergency shifts on the cognitive function and motor skills of veterinary professionals, using a cross-sectional experimental design. A pilot testing battery – based on the Bruininks Motor Ability Test and the CANTAB Cognitive Safety Phase 1 Battery – was used on participating veterinary surgeons and veterinary nurses after every night shift in a 4-week period using a cross-sectional experimental design. Significant differences were demonstrated in multiple cognitive functions, motor skills and reaction times between those who lost little sleep and those who lost lots of sleep. The study was conducted in a single practice, with a small sample size and within a short time frame, which limits the conclusions that can be drawn; however, it still demonstrates proof of concept and forms a basis on which further studies can be created to confirm the reliability of the results. The study demonstrates that veterinary professionals suffer the same detrimental effects of out-of-hours shifts as their counterparts in human medicine, and suggests that steps need to be taken to prevent this affecting staff wellbeing and patient outcomes. The study also allows for discussions around the further use and adaptation of battery testing to help support these findings. Practice managers, veterinary surgeons and veterinary nurses in leadership roles could use these findings to focus on staff scheduling and allowing for proper rest periods, and they could potentially help to improve the wellbeing and retention of staff. The pilot study has helped raise awareness of the similarities between veterinary and medical professionals and the need for further exploration of this topic.

Nurse Leader's Role in Addressing Workplace Violence.

Nurse Leader's Role in Addressing Workplace Violence.

Integral leadership in nursing: Development and psychometric validation of a Korean version of the Integral Nursing Leadership Scale

BackgroundWith the importance of nursing leadership roles, there is a need for a more integrated approach to nursing leadership that can adapt quickly to many challenges in today's healthcare environments. In recent years, integral leadership that can apply a more holistic and inclusive approach to leadership has gained growing attention in other disciplines. However, research on integral leadership in nursing is sparse since no instrument specifically measuring integral leadership in nursing contexts is available. ObjectiveThe study aimed to develop an integral nursing leadership scale and evaluate its psychometric properties. MethodsThe scale was developed in two phases. In the first phase, items were generated to reflect the attributes of integral leadership in the nursing context. These attributes were identified through a conceptualization process using a literature review and semi-structured interviews. The process was based on the four dimensions of the integral leadership framework, adopting Wilber's four quadrants of integral theory. Then, the psychometric properties of the scale, including content validity, structural validity, and internal consistency reliability, were evaluated. Data were collected from a convenience sample of 806 Korean nurses and were analyzed using both exploratory factor analysis and second-order confirmatory factor analysis, using two separate random halves of the sample. ResultsThe newly developed scale consisted of 30 items across four dimensions: individual leadership qualities, individual performance, influencing organizational culture, and organizational excellence. Content validity for the 30 items was calculated to be 0.84 for item-level content validity and 0.96 for the scale's content validity averaging method, indicating adequate content validity. The four-factor structure of integral nursing leadership was cross-validated by exploratory factor analysis and second-order confirmatory factor analysis. The internal consistency reliability was also found to be acceptable, as indicated by a Cronbach's alpha of 0.97 and a McDonald's ω estimate of 0.98. ConclusionFindings demonstrate that the Integral Nursing Leadership Scale has acceptable content validity, structural validity, and reliability in measuring integral leadership, specifically in the context of nursing. More research is needed to further refine and establish strong validity of the scale.

Ab. No. 174 Physiotherapists-Led Workplace Health Promotion Program: A Cross-Sectional Need Analysis

Introduction: Workplace health promotion programs are an effective strategy for improving health status of large number of participants. They have several advantages and recently, INDIA-WORKS Trial demonstrated that standardized programs can be scaled to different worksites. Many chronic-health conditions benefit from physiotherapy interventions but physiotherapists roles in workplace health programs have not been established. Developing physiotherapists-led workplace programs have the potential to scale-up access to physiotherapy interventions. The aim is to determine the burden of chronic-health conditions and need for physiotherapy interventions among selected health professionals in a workplace setting. Methods: 39 nurses (Age: 48±4 years; 90% women) with leadership roles (Assistant Nursing Superintendents-3, Floor Supervisors–4, Patient Care Coordinators-5 & Ward In-charges–27) participated in the study. In the previous year, physiotherapy screening was included as part of annual health check-up of employees in tertiary-care teaching hospital wherein 1135 employees were screened using standardized proforma. This identified several opportunities for developing workplace health promotion programs. The current study represents phase 1 of program development, wherein nurses in leadership roles were shortlisted for determining the burden of chronic health conditions amenable to physiotherapy interventions and their willingness to participate in workplace health promotion program using a standardized questionnaire. Result: Among the participants, 18(46%) had diabetes or hypertension or both, 19(49%) were stratified as low-moderated risk using STarT Back Screening Tool (NPRS=5.2±1.4) and 14(36%) had mild disability due to back pain. Musculoskeletal pain at other sites were also common. All participants expressed willingness to participate in workplace health promotion program. Conclusion: There is significant burden of chronic health conditions in select group of healthcare professionals and all identified problems are amenable to workplace health promotion programs. Implications: There is significant potential for developing physiotherapists-led workplace health promotion program.

Motivation to Lead: A Study of the Supportive Nursing Leadership Environment

Background. With projected nursing shortages, an aging workforce, and the imminent retirement of nurse leaders, nursing leadership shortages are a concern. While several studies have indicated the interest of nurses in pursuing leadership positions, limited research has focused on examining the influence of the leadership practice environment on nurses’ motivation to lead. Aim. The aims of the study were to (1) assess the relationship between the leadership environment and the motivation of nurses to lead and (2) determine whether there are particular aspects of the leadership environment that influence motivation to lead. Methods. A cross‐sectional research design was used to collect data from 435 nurses working in 16 public and private hospitals in Oman. Leadership Environment Scale and Motivation to Lead Scale were used to assess participants’ perceived leadership environment and their motivation to engage in formal leadership roles, respectively. Multivariate linear regression was used to assess the relationship between the perceived leadership environment and the motivation of nurses to undertake leadership roles. Findings. Nurses reported a mean scale value of 3.208 out of 5 (SD = 0.467) for their motivation to lead, which exceeds the midpoint, indicating a strong motivation to engage in formal leadership roles. Nurses reported a mean score of 3.194 out of 4 (SD = 0.661), which exceeds the midpoint, suggesting a favorable perception of leadership environment. The findings showed a significant relationship between the leadership environment and nurses’ motivation to lead. Specifically, self‐organization (β = 0.185, p = 0.001, CI = 0.086–0.378), agents (β = 0.221, p = 0.002, CI = 0.124–0.474), and transformative exchange (β = 0.100, p = 0.037, CI = 0.101–0.142) were characteristics of the leadership environment that were associated with greater motivation to engage in leadership. Conclusion. This study emphasizes the importance of cultivating a supportive leadership environment as a potential strategy to attract nurses to assume formal nursing leadership roles. Implications for Nursing Management. Strategies to improve nurses’ motivation to lead in a complex healthcare environment include improving nurses’ active involvement in their organization, creating a collegial supportive and mentoring leadership culture, and improving transformative exchange by supporting career and educational advancement.

Leadership and management roles in dental nursing

Leadership and management roles in dental nursing

Improving population health and well-being in academic institutions and health care systems with the Chief Wellness Officer: A vital yet untapped nursing leadership role

BackgroundThere is an epidemic of chronic conditions throughout the world. Although the majority of chronic disease can be prevented, the U.S. invests so little of its healthcare spending in wellness and prevention. Nurses are an ideal profession to lead a needed paradigm shift as chief wellness officers (CWOs). PurposeThe aim of this paper is to describe the role of the CWO in improving population health and well-being in universities and health systems. MethodsAn example of how the CWO role was implemented at a large public land grant university is provided. The socioecological model and life course perspective was adopted as the framework to guide an ambitious wellness strategic plan using an evidence-based quality improvement strategy. DiscussionThe CWO is a vital leadership role in today’s institutions of higher learning and health systems. ConclusionThere is an urgent need for nurses to step up into these impactful CWO positions.

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.

Anti-Black racism: Gaining insight into the experiences of Black nurses in Canada.

The call to address anti-Black racism in workplaces resonates across several organizations and institutions in Canada. But specifically, the coronavirus disease 2019 pandemic shed further light on how health inequities negatively impact the Black community. After conducting a literature review of the experiences of Black nurses in Canada, a deeper understanding of their plight was gained. In healthcare, the findings from the Black Nurses'Task Force report conclude that anti-Black racist practices are pervasive in nursing, and there remains a paucity of research in this area. This study builds off the report by exploring how Black nurses experience anti-Black racism while working in Canada's healthcare system. Inspired by critical race theory and Black feminist thought, an exploratory qualitative research study was conducted, using semistructured interviews to gather data. The study concludes that Black nurses experience anti-Black racism within the workplace, and it manifests itself through some of the attitudes of colleagues, patients, and nurses in leadership roles. Despite policies and statements that were in place to protect them, anti-Black racism continues to occur systematically. The findings point to the need for change in the overall workplace culture, which includes a fair representation of Black nurses in leadership roles, further research to identify best practices for tackling anti-Black racism within Canada's healthcare system, and mandatory training on anti-Black racism for healthcare leaders, educators, and service providers.

Young Nurse Leader Program: Inspiring the Next Generation for Formal Nursing Leadership Roles

Recruitment and retention of strong nurse leaders is essential to our health care delivery system, highlighting a need for early career engagement and mentorship. Combining experiential and didactic learning through an academic–practice partnership facilitated the creation of a 1-year leadership program for prelicensure nursing students, highlighting nursing leadership as a future career specialty. The Young Nurse Leader program combined educational sessions, precepted experiences, and self-reflection to enhance student nurses’ leadership knowledge and skills, while providing professional enrichment of the practicing nurse leaders who precepted, coached, and mentored the students.

Nursing Leadership Role in Healthcare Transformation – A Critical Overview

Nursing leaders play a critical role in guiding and directing nursing staff to guarantee high-quality healthcare delivery. The impact of nursing leadership on patient outcomes, quality of care, patient safety, collaboration with other healthcare professionals, and professional growth and mentoring is critically examined in this manuscript. The analysis highlights that nursing leadership had a significant impact on patient outcomes by encouraging evidence-based practices and increasing nursing staff engagement and job satisfaction. Furthermore, nursing leaders that prioritize patient satisfaction and hospital readmissions. Nursing leaders develop a culture of safety, enforce adherence to safety regulations, and support continual progress in terms of patient safety. Collaboration with other healthcare professionals is essential for nursing leaders to improve healthcare delivery, care coordination, and patient outcomes. Nursing leaders are also responsible for offering professional development opportunities and mentoring to nursing personnel, which improves staff engagement and retention. Regardless of the beneficial impact, nursing leaders confront problems such as insufficient personnel, restricted resources, and insufficient support from organizational leaders. It is the role of the leadership to mitigate risks and opportunities for safe patient care.

The Evolving Role of Nurse Educators and Leaders in Dismantling Racism in Nursing and Advocating for Health Equity and Justice.

The Evolving Role of Nurse Educators and Leaders in Dismantling Racism in Nursing and Advocating for Health Equity and Justice.