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Richard W Redman
Research and theory for nursing practice 01/2010; 24(3):152-4.
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Richard W Redman
Research and theory for nursing practice 01/2010; 24(2):94-6.
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ABSTRACT: The ways migrant health care workers have been used internationally over the past decades demonstrates, in part, the global factors and effects of institutional leadership deci-sions. This example is especially illustrative in nursing given decades of the recruitment and exportation of nurses. The lessons for leadership in nursing may inform leaders in other health professions.
Journal of Healthcare Leadership 01/2010; 2:91-96.
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ABSTRACT: The global shortage of nurses is escalating. A key contributing factor to the production of new nurses is the growing shortage of qualified faculty. This paper explores the forces influencing the global faculty shortage, including those that increase demand and those that limit the supply of nursing faculty. The authors discuss potential solutions to the shortage, placing particular emphasis on leveraging the strengths of the profession to accelerate the progression of nurses to graduate school, the enhancement of funding for graduate education, changing the paradigm of clinical education, and the expansion of the science base for practice.
Collegian Journal of the Royal College of Nursing Australia 02/2009; 16(1):19-23. · 0.90 Impact Factor
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Richard W Redman
Research and theory for nursing practice 01/2009; 23(4):253-5.
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Richard W Redman
Research and theory for nursing practice 02/2008; 22(3):165-7.
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Richard W Redman
Research and theory for nursing practice 02/2008; 22(4):222-4.
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Richard W Redman
Research and theory for nursing practice 02/2008; 22(1):5-6.
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ABSTRACT: Women of Mexican descent living in the United States raise children who use health care services. What do immigrant Mexican mothers expect from children's health care services? And how do their expectations for children's health services compare to acculturated Mexican American mothers' expectations? This focused ethnographic study, based on repeated interviews with 28 mothers of varying acculturation levels, describes their expectations and experiences with children's health care services in the United States. Findings support a shared core of expectations for both Mexican immigrant and Mexican American mothers, and differences in health care access and financing, time spent in health care encounters, and cultural and linguistic expectations for care. Health care providers can use this information to approach Mexican-descent mothers and children with their expectations in mind, and craft a negotiated plan of care congruent with their expectations.
Western Journal of Nursing Research 11/2007; 29(6):670-90. · 1.19 Impact Factor
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Richard W Redman
Research and theory for nursing practice 02/2007; 21(2):80-2.
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Richard W Redman
Research and theory for nursing practice 02/2007; 21(1):10-2.
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Richard W Redman
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ABSTRACT: Significant contributions to the improvement of health care have been made through research and quality improvement activities. Scientists are involved in knowledge generation and new forms of evidence as they test or reshape theory. Clinicians more typically are involved in identifying ways to improve the quality of practice and patient care in their practice environments. These types of activities often are referred to as quality improvement projects. While quality improvement and research projects both rely on powerful and precise measurement, the lines between these domains and how they may relate to each other have been blurred (Grady, 2007). Recent insights have helped to clarify the contributions of quality improvement activities as well as some of the challenges those types of projects may face from an ethical perspective.
Research and theory for nursing practice 02/2007; 21(4):217-9.
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Richard W Redman
Research and theory for nursing practice 02/2007; 21(3):153-5.
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ABSTRACT: Nurses in acute care hospitals report that situations in their work setting and profession are in dire need of repair. Although they waiver on their intention to remain in their institution and nursing, they do not waiver on their selected resolution to nursing's shortage. A total of 787 staff nurses in eight geographically and demographically diverse states responded and were asked to select the "Top 5" actions they thought would improve nursing and decrease the shortage. Creating career ladders was endorsed by most respondents (85%) with increasing pay endorsed by the fewest (33%). When selecting the single most important action, they reversed the order--increased pay was the most endorsed (26%), and creating career ladders and increased educational opportunities were endorsed by less than 1%. Nurses appeared to be concerned about the profession in general; however, when asked the "most important" thing to do, an age-old action was selected--increase pay.
Western Journal of Nursing Research 11/2006; 28(6):678-93. · 1.19 Impact Factor
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Richard W Redman
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ABSTRACT: Leadership succession planning is a key business strategy to help organizational leaders deal effectively with the future. Evidence from industry provides a variety of best practices that can ensure that a pipeline of leaders will be available when they are needed. The author addresses the essential needs that individuals face when developing a cadre of available leaders prepared for managing an uncertain future.
JONA The Journal of Nursing Administration 07/2006; 36(6):292-7. · 1.42 Impact Factor
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Richard W Redman
Research and theory for nursing practice 02/2006; 20(2):105-7.
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Richard W Redman
Research and theory for nursing practice 02/2006; 20(4):273-5.
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Richard W Redman
Research and theory for nursing practice 02/2006; 20(3):187-9.
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Richard W Redman
Research and theory for nursing practice 02/2006; 20(1):5-7.
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ABSTRACT: The objective of this study was to examine the relationship between organizational commitment, job satisfaction, and nurses' intention to leave their current position or nursing.
Because retention of nurses is a critical issue for acute care institutions, study of the predictors of nurses' intention to leave (position or nursing) is essential. Of interest in predicting intention to leave are both organizational commitment and job satisfaction.
A mailed survey was conducted in which 787 respondents completed measures of satisfaction, organizational commitment, and personal and institutional demographics. All instruments had reliability estimates ranging from alpha = .76 to .92.
Predictive relationships were found between financial status, organizational commitment, job and professional satisfaction, and intent to leave their current position (R = 0.42) and between financial status, professional satisfaction, and intention to leave nursing (R = 0.45)
Organizational commitment has implications for nurses' intention to leave their current position but not nursing. Aspects of work and professional satisfaction predict both the intention to leave current position and nursing. Retention programs need to be focused on both organizational commitment and work and professional satisfaction.
JONA The Journal of Nursing Administration 06/2005; 35(5):264-70. · 1.42 Impact Factor
