Perceptions of Authentic Nurse Leader Attributes Among Clinical Nurses and Nurse LeadersGiordano-Mulligan, Marie; Moran-Peters, Judith Ann; Eckardt, Sarah
doi: 10.1097/nna.0000000000001247pmid: 36692996
OBJECTIVE
This study aimed to develop and validate a tool to measure authentic nurse leadership (ANL) from the perspective of nurse leaders.
BACKGROUND
The COVID-19 pandemic heightened the need for ANL to establish healthy work environments (HWE) that promote positive outcomes.
METHODS
A nonexperimental design and exploratory psychometric analysis developed and validated the Authentic Nurse Leadership Questionnaire for Nurse Leaders (ANLQ-NL) instrument. Relationships were explored between ANLQ-NL and HWE, as measured by the Areas of Worklife Survey (AWS). The Marlowe-Crowne Social Desirability Scale (MC-SDS) was used to measure the nurse leaders' tendency to produce socially desirable responses. The sample consisted of 188 nurse leaders from several US hospitals.
RESULTS
The ANLQ-NL instrument was found to be valid and highly reliable. Each of the constructs aligned with the ANL conceptual framework.
CONCLUSION
The ANL conceptual framework and instruments (ANLQ and ANLQ-NL) can be used for educational programs aimed at developing ANL attributes among nurses.
Retaining the BestSweeney, Cynthia Divens; Wiseman, Rebecca
doi: 10.1097/nna.0000000000001248pmid: 36692997
OBJECTIVE
The purpose of this study was to identify what meaningful recognition is to nurses in a postpandemic healthcare landscape.
BACKGROUND
The COVID pandemic has exacerbated the critical need to retain our nursing workforce. Meaningful recognition as a component of a healthy work environment can be a strategy to retain nurses. Identifying what is considered meaningful recognition to nurses will optimize organizational use of it.
METHODS
A descriptive correlational design was used. Members of Sigma Theta Tau in the state of Maryland were asked to respond to an online survey consisting of demographic data and questions exploring meaningful recognition and the healthy work environment using tools with established reliability and validity. Deidentified data from 163 respondents were collected.
RESULTS
Meaningful recognition strategies that meant the most to nurses in this study were: 1) reasonable payment for level of service provided; 2) public recognition within the organization and the profession; and 3) opportunities for professional development. Trends in desired meaningful recognition varied across ethnic/racial and gender groups.
CONCLUSIONS
Meaningful recognition to nurses is as diverse as the nursing population. It is important that instruments be developed to capture the rich cultural and ethnic differences in relation to what is considered meaningful recognition to the nursing workforce. Although pay, public recognition, and opportunities for advancement were seen in this study as important forms of meaningful recognition, a deeper exploration across ethnic, racial, and gender groups is needed. This study underscored that one size of meaningful recognition does not fit all.
Using Hospital Incident Command Systems to Respond to the Pediatric Mental and Behavioral Health Crisis of the COVID-19 PandemicWestley, Laura; Manworren, Renee C.B.; Griffith, Debrea M.; Hoffmann, Jennifer A.; Janssen, Aron; Routburg, Susan; Richey, Karen
doi: 10.1097/nna.0000000000001254pmid: 36692999
ABSTRACT
Hospital incident command systems (HICS) were implemented to expand mental and behavioral healthcare (MBHC) services during the COVID-19 pandemic. Data on patient census, nurse vacancies, staff injuries, and staff perceptions were analyzed to quantify issues and track progress toward HICS goals. Data, environment of care, staffing, staff support, staff education, and communication resources were developed. After HICS implementation, 84% of nurses reported confidence in providing care to youth with acute MBHC needs. Nurse leaders should consider HICS for addressing other crises.
Nurse Performance MetricsDePesa, Christopher D.; Jurgens, Corrine Y.; Lee, Christopher S.; O'Reilly-Jacob, Monica
doi: 10.1097/nna.0000000000001251pmid: 36693001
OBJECTIVE
The purposes of this scoping review are: 1) to identify instances in the literature that describe measuring individual nurse performance and 2) characterize those metrics.
BACKGROUND
The impact of nurses on patient outcomes has been demonstrated at the unit or hospital level, with nurses measured in aggregate. There is an opportunity to evaluate individual nurse performance by creating metrics that capture it.
METHODS
A scoping review based on the framework published by the Joanna Briggs Institute was performed.
RESULTS
Researchers identified 12 articles. Three themes were trended: the emerging nature of these metrics in the literature, variability in their applications, and performance implications.
CONCLUSIONS
Individual nurse performance metrics is an emerging body of research with variability in the types of metrics developed. There is an opportunity for future researchers to work with nurse leaders and staff nurses to optimize these metrics and to use them to support nursing practice and patient care.
Patient Experience CoordinatorOehlert, Julie Kennedy; Montana-Rhodes, Lou; Hill, Kevin N.; Maldonado, Julio; Bishop, Brandon; Wei, Holly
doi: 10.1097/nna.0000000000001252pmid: 36693002
OBJECTIVE
The aim of this study was to test the impact of an innovative nonclinical support role to improve patient experiences while supporting nurse work on inpatient units.
BACKGROUND
On the basis of the Hospital Consumer Assessment of Health Care Providers and Systems (HCAHPS) survey, patients' experience declined nationally during the COVID-19 pandemic. A nonclinical support role, titled an Experience Coordinator, was created as a test of change to collaborate with care teams and respond to patients' and families' nonclinical needs.
METHODS
This is a quality improvement (QI) project for a supportive role development and implementation. The health system's HCAHPS data were compared before and after the role was tested on 3 inpatient units.
RESULTS
The HCAHPS data indicated that 5 of the 10 domains' top box ratings increased during the QI project month compared with the previous month.
CONCLUSION
The study findings may support the implementation of new innovative nonclinical positions to alleviate nurses' workload and promote patients' hospital experience.