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Applied nursing research: ANR 05/2013; 26(2):49-50. · 0.87 Impact Factor
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ABSTRACT: INTRODUCTION: The value of specialty certification has been of interest to the profession and has been related to a number of key variables. The specific aims of this study were to determine differences between certified and noncertified ED nurses in perceptions of structural empowerment, anticipated turnover, intent to leave the current position, and intent to leave the nursing profession. In addition we explored differences in the key variables based on position (staff or manager) and background variables (eg, age, ethnicity, etc). Participants also were asked to indicate reasons why they intended to leave their current position and the nursing profession. METHODS: In this descriptive quantitative design, data were collected via a Web-based survey of the Emergency Nurses Association membership. There were 2,633 participants who completed the surveys; 1,525 of the participants were staff nurses and 2,237 worked full time in the emergency department. Differences in empowerment, anticipated turnover, or intent to leave current position or the profession were determined based on specialty certification among the total sample and the subsamples of staff nurses and full-time employees. RESULTS: There were differences based on certification status on several dimensions of empowerment, in all of the samples. There were no significant differences in anticipated turnover, or intent to leave position or profession based on certification status. DISCUSSION: The study adds to our understanding of the value of specialty certification among ED nurses. Additional study is warranted to determine the benefits of specialty certification to additional organizational, professional, and clinical patient outcomes.
Journal of emergency nursing: JEN: official publication of the Emergency Department Nurses Association 03/2013; · 0.36 Impact Factor
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ABSTRACT: The aim of this pilot study was to examine the relationship between structural empowerment and anticipated turnover among behavioural health nurses.
There have been several studies relating structural empowerment to a range of organizational characteristics and personal attributes of nurses themselves. There are also previous studies linking the key variables in the present study, but no previous research of behavioural health nurses was available.
A quantitative design was used for this cross-sectional pilot study. All registered nurses (RN) working on inpatient units in the study facility were invited to participate (n = 97). An anonymous survey was sent to all potential participants.
The response rate was 53% (n = 50). The majority of participants perceived themselves as moderately empowered. There was a significant negative correlation between empowerment and anticipated turnover.
The results of this pilot study among behavioural health nurses are similar to the results among nurses working in other clinical areas.
Nurse managers should be cognizant of the factors that enhance nurses' perceptions of empowerment, particularly related to issues of retention and anticipated turnover among behavioural health nurses.
Journal of Nursing Management 07/2012; 20(5):679-84. · 1.18 Impact Factor
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ABSTRACT: Although there has been previous research linking perceptions of empowerment to specialty certification among critical care nurses, no research in this area has been conducted among nationally certified perinatal nurses.
A comparative quantitative survey design was used. Participants included 80 perinatal registered nurses from one community hospital in New York.
Registered nurses who were nationally certified in a perinatal specialty had higher total empowerment scores and higher scores on five of the six subscales.
This study supports the results of previous studies focused on differences in empowerment among nationally certified nurses and nurses without national certification. Because much of the preparation for certification is done within continuing education, nurse leaders must be cognizant of the value of certification and must develop and implement programs to support certification in the workplace.
The Journal of Continuing Education in Nursing 03/2012; 43(10):463-6. · 1.05 Impact Factor
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ABSTRACT: This paper describes the initial assessment of job satisfaction and satisfaction with the professional practice environment of registered nurses working on units where a professional practice model was implemented and the relationship between these two variables.
The nursing shortage has been linked to overall job satisfaction and specifically to nurses' satisfaction with the professional practice environment. Initiatives to increase retention and recruitment and decrease turnover have been linked to work satisfaction among nurses.
A descriptive, cross-sectional design was used with participants (N = 101) from four patient care units; this represented a 55% response rate.
The nurses were moderately satisfied with the professional practice environment but had overall low job satisfaction. There was a significant negative relationship between overall work satisfaction and satisfaction with the professional practice environment (P < 0.0001).
The introduction of the professional practice model may have raised awareness of the components of job satisfaction that were not being met. Thus, the nurses may have become more knowledgeable about the potential needs in these areas.
Nurse managers and leaders must recognize that job satisfaction consists of many dimensions, and each of these dimensions is important to nurse retention. Implementation of a professional practice model may heighten awareness of the missing components within a practice environment and lead to decreased overall satisfaction. A broader understanding of characteristics associated with increased satisfaction may aid in development of organizational change necessary to retain and attract nurses.
Journal of Nursing Management 03/2012; 20(2):260-5. · 1.18 Impact Factor
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ABSTRACT: A new culture bolstering collaborative behavior among nurses and physicians is needed to merge the unique strengths of both professions into opportunities to improve patient outcomes. To meet this challenge it is fundamental to comprehend the current uses of collaborative behaviors among nurses and physicians. The purpose of this descriptive study was to delineate frequently used from infrequently used collaborative behaviors of nurses and physicians in order to generate data to support specific interventions for improving collaborative behavior. The setting was an acute care hospital, and participants included 114 registered nurses and 33 physicians with active privileges. The Nurse-Physician Collaboration Scale was used to measure the frequency of use of nurse-physician collaborative behaviors self-reported by nurses and physicians. The background variables of gender, age, education, ethnicity, years of experience, years practiced at the current acute care hospital, practice setting and professional certification were accessed. In addition to analyzing the frequency of collaborative behaviors, this study compares levels of collaborative behavior reported by nurses and physicians.
Journal of Interprofessional Care 12/2011; 26(2):115-20. · 1.12 Impact Factor
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ABSTRACT: Certification is a voluntary process that is used to recognize specialized knowledge and skills. Little research has been focused on staff nurses with specialty certification.
To determine if perceptions of empowerment and intent to leave the position and the profession differed among staff nurses who were certified by the American Association of Critical-Care Nurses, nurses certified by other certifying organizations, and nurses who were not certified.
A comparative descriptive study was used to analyze the results of a 2007 to 2008 Web-based survey of members of the association. Data were available on 4268 staff nurses.
Total empowerment scores and intent to leave either the position or the profession did not differ between nurses who were certified and those who were not. However, perceptions of informal power, opportunity, and support did differ between the 2 groups.
The differences between nurses who were certified and those who were not may be related to variables other than certification. Further research and theoretical model testing is needed to determine the value of certification.
Critical Care Nurse 12/2011; 31(6):e12-7. · 1.08 Impact Factor
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ABSTRACT: Identify low-income Latino mothers' perceived barriers to immunizations.
A 1-month survey was conducted in a Southern California, low-income primary care clinic. Mothers of Latino children aged 2 months to 18 years were surveyed in Spanish using a 52-question immunization survey.
Latino mothers' perception of immunizations and knowledge of up-to-date status greatly influenced their children's immunization status. In addition, Latino children had lower immunization rates and encountered more barriers to immunizations than children in other population groups despite government efforts to provide vaccines to healthcare providers at no cost to assist low-income children. Most mothers (92%) believed their children were up-to-date on immunizations; however, immunization records documented that 42% of the children were current based on age. The most common barriers reported were that the child was sick at the time of the visit (51%) and/or transportation problems (39%).
When working with low-income, uninsured Latinos, nurse practitioners and other healthcare professionals with low immunization rates in their clinic must assess the barriers to immunization and implement an action plan.
Journal of the American Academy of Nurse Practitioners 09/2011; 23(9):501-8. · 0.82 Impact Factor
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ABSTRACT: Recommendations by experts have been in place for > 10 years encouraging every adult to participate in ≥ 30 min of daily moderate-intensity physical activity. Despite extensive research supporting the value of physical activity, only about one-third of all adults meet physical activity recommendations. Using Pender's Health Promotion Theory as the framework, this study was focused on the relationships between nurses' beliefs regarding the benefits of exercise, their exercise behaviour and their recommendation of exercise for health promotion or as part of a treatment plan. Results showed positive correlations between exercise benefits, physical activity and recommendation of exercise to patients. Nurses who believe in health promotion and embrace healthy behaviours are more likely to be positive role models and teach healthy behaviours to their patients. Recommendations for practice and future research are included.
International Journal of Nursing Practice 08/2011; 17(4):351-6. · 0.72 Impact Factor
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ABSTRACT: Self-transcendence, the ability to expand one's relationship to others and the environment, has been found to provide hope which helps a person adapt and cope with illness. Spiritual well-being, the perception of health and wholeness, can boost self-confidence and self esteem. The purpose of this descriptive correlational study was to describe the relationship between self-transcendence and spiritual well-being in adult Amish. A random sample of Old Order Amish was surveyed by postal mail; there were 134 respondents. Two valid and reliable questionnaires were used to measure the key variables. The participants had high levels of self-transcendence and spiritual well-being and there was a statistically significant positive relationship between the two variables. The findings from this study will increase nurses' awareness of the holistic nature of the Amish beliefs and assist nurses in serving this population. Additional research is needed to develop further understanding of the study variables among the Amish.
Journal of Holistic Nursing 06/2011; 29(2):91-7.
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ABSTRACT: Although nurses are the primary care providers for hospitalized and vulnerable older adults living in the community, they are generally not prepared in geriatric care. This study examined the effect of a 21-hour nursing education program on nurses' knowledge and attitudes regarding care of older adults and the geriatric nursing certification of the participants. The program was offered to 92 nurses in three cohorts over a 1-year period. Participants completed pre- and posttest measures of geriatric knowledge and attitudes. Significant differences were found between pretest and posttest knowledge and attitudes. Program evaluation and success in achieving certification in gerontological nursing also indicated a positive effect of the program.
The Journal of Continuing Education in Nursing 04/2011; 42(8):360-4. · 1.05 Impact Factor
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ABSTRACT: This study examines the relationship between perceptions of structural empowerment and anticipated turnover among critical care nurses.
The literature revealed that work environments that provide access to information, resources, support and opportunity create an environment of more satisfied employees, ultimately reducing turnover.
A sample of 257 nurses completed a background data questionnaire, the Conditions of Work Effectiveness Questionnaire-II (CWEQ-II) and the Anticipated Turnover Scale (ATS).
Nurses in five critical care units perceive themselves to be moderately empowered. Structural empowerment was inversely related to anticipated turnover; those who were more empowered had a lower anticipated turnover score.
Nurses who perceive themselves as empowered have higher levels of organizational commitment. Organizations that support and recognize these characteristics may experience improved retention rates.
This study is the first to demonstrate a relationship between structural empowerment and anticipated turnover among critical care nurses. Research has demonstrated that workplace behaviours and attitudes are determined by social structures within the workplace. Nurses are responsible for a large portion of health care provided in this country. A serious nursing shortage is expected in the future and will exert pressure on both the supply and the demand of nurses.
Journal of Nursing Management 03/2011; 19(2):269-76. · 1.18 Impact Factor
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ABSTRACT: This study evaluated the effect of a spiritual education session on pediatric nurses' perspectives toward providing spiritual care. A one-group pretest and posttest design was used to evaluate the effectiveness of the educational session. Participants consisted of 41 pediatric and neonatal nurses that worked in a large university-affiliated children's hospital. Findings confirmed that the spiritual education session had a positive effect on nurses' perspectives toward providing spiritual care. In addition, a positive correlation was identified between the pediatric nurses' perception of their own spirituality and their perspective toward providing care.
Journal of pediatric nursing 02/2011; 26(1):34-43.
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ABSTRACT: The purposes of this cross-sectional descriptive study were three-fold: to describe job satisfaction among a national nurse practitioner (NP) sample; to examine differences in NP job satisfaction based on their intent to leave current positions, the nursing profession, and the NP role as a direct care provider; and to describe the relationship between job satisfaction and anticipated turnover.
Data were collected from 254 NPs who attended the 2008 American Academy of NPs (AANPs) 23rd National Conference. The Misener NP Job Satisfaction Scale (MNPJSS) was used to measure NP job satisfaction. The Anticipated Turnover Scale (ATS) was used to assess NP perception or opinion of the possibility of voluntarily terminating their present job. Intent to leave variables were measured with single-item questions.
The NPs sampled were satisfied with benefits, challenge, and autonomy. They were minimally satisfied with professional growth, intrapractice partnership, and collegiality. Twenty-seven percent of NPs indicated intent to leave current positions; a small percentage (5.5%) indicated intent to leave the nursing profession and the NP role as a direct care provider (5.5%). There were significant differences in job satisfaction based on intent to leave current positions, and higher job satisfaction scores were significantly related to intent not to leave current positions. There was a significant negative relationship between job satisfaction and anticipated turnover. This study contributes to the current literature that has minimally addressed NP job satisfaction and has not addressed NPs' intent to leave current positions, the nursing profession, or the NP role as a direct care provider. This is the first national NP study of job satisfaction, intent to leave, and anticipated turnover.
This study will help bridge the gap in literature relating to NP job satisfaction, their intent to leave, and anticipated turnover. The results of this study could potentially assist employers in developing strategies for recruitment and long-term retention. These results may also give insight into how NPs can make their work environments more fulfilling. Additionally, these results may contribute to continued role adaption necessary for the constantly changing work environments in which NPs currently practice.
Journal of the American Academy of Nurse Practitioners 01/2011; 23(1):42-50. · 0.82 Impact Factor
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ABSTRACT: This descriptive study was designed to investigate the relationship between nurse practitioners' (NPs) perceptions of collaboration with physician colleagues and level of autonomy NP practice.
A convenience sample of 99 NPs attending a national clinical conference completed the Dempster Practice Behavior Scale (DPBS) and the Collaborative Practice Scale modified for advanced practice nurses.
NPs rated both their perceptions of collaboration with physician colleagues and levels of autonomy as high. Yet, there was no significant correlation between these variables.
Collaboration between NPs and physician colleagues is said to improve the quality and cost of health outcomes and also leads to professional satisfaction. Further research into the relationships between collaboration and autonomy are necessary to understand these complex concepts.
Journal of the American Academy of Nurse Practitioners 01/2011; 23(1):51-7. · 0.82 Impact Factor
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ABSTRACT: The EMPOWER project was a collaborative effort to promote a culture of patient safety at Danbury Hospital through an interdisciplinary leadership-driven communication program. The "EMPOWER" component includes Educating and Mentoring Paraprofessionals On Ways to Enhance Reporting of changes in patient status. Specifically, the EMPOWER program was designed to prepare paraprofessional staff (PPS) to communicate changes in patient status using SBAR (situation, background, assessment, recommendations) structured communication. The specific project goals included (a) translation of SBAR structured communication methods for use with PPS, (b) reduction of cultural and educational barriers to interdisciplinary communication, and (c) examination of the effect of the EMPOWER intervention on the PPS communication practices and perceptions of the patient safety culture. Results of the project indicate a change in the use of SBAR throughout the institution, with particular improvement in communication from PPS to professional staff.
American Journal of Medical Quality 01/2011; 26(3):206-11. · 1.64 Impact Factor
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Mary Margaret Maylone DNP, CRNP, AOCNP (Nurse Practitioner,
FNP-BC (Nurse Practitioner) LeeAnn Ranieri DNP,
RN (Assistant Professor) Mary T. Quinn Griffin PhD,
Rita McNulty DNP, RN, CNP (Assistant Professor,
Joyce J. Fitzpatrick PhD, RN, FAAN (Professor,
Mary Margaret Maylone,
LeeAnn Ranieri,
Mary T. Quinn Griffin,
Rita McNulty, Joyce J. Fitzpatrick
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ABSTRACT: Purpose: This descriptive study was designed to investigate the relationship between nurse practitioners' (NPs) perceptions of collaboration with physician colleagues and level of autonomy NP practice.Data sources: A convenience sample of 99 NPs attending a national clinical conference completed the Dempster Practice Behavior Scale (DPBS) and the Collaborative Practice Scale modified for advanced practice nurses.Conclusions: NPs rated both their perceptions of collaboration with physician colleagues and levels of autonomy as high. Yet, there was no significant correlation between these variables.Implications for practice: Collaboration between NPs and physician colleagues is said to improve the quality and cost of health outcomes and also leads to professional satisfaction. Further research into the relationships between collaboration and autonomy are necessary to understand these complex concepts.
Journal of the American Academy of Nurse Practitioners 12/2010; 23(1):51 - 57. · 0.82 Impact Factor
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ABSTRACT: Despite the evidence from the literature of the benefits of collaboration, a collaborative practice model in the acute-care setting remains the exception rather than the dominant practice. The purpose of this study was to evaluate attitudes toward collaboration among nurses and physicians practicing in an acute care community hospital. The sample included 118 nurses and 53 physicians. Background variables of gender, age, education, experience, practice setting, cultural background, and time to interact were examined to determine if they influenced attitudes towards collaboration. The results indicated that both physicians and nurses expressed positive attitudes towards collaboration but that there was a significant difference on two of the underlying factors: shared education and physician authority. The study may serve as a baseline for future research, specifically focused on interventions to enhance collaboration.
Journal of Interprofessional Care 11/2010; 24(6):625-32. · 1.12 Impact Factor
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ABSTRACT: The purpose of this study was to identify the demands of immigration among Chinese nurses that have immigrated to the USA. The relationship between the demands of immigration and length of stay in the USA was investigated also. A descriptive correlational study design was used. A convenience sample of 128 nurses was recruited. A self-administered survey was conducted using the demands of immigration scale developed by Aroian, along with a demographic questionnaire. The results showed Chinese immigrant nurses have high demands of immigration. There were significant negative relationships between the demands of immigration and length of stay in the USA. Immigration demands decreased as length of stay increased but remained high even for those who had been in the USA for > 5 years. This information is vital to health-care agencies designing and implementing adaptation programmes targeting these demands to facilitate Chinese nurses' adaptation process.
International Journal of Nursing Practice 10/2010; 16(5):443-53. · 0.72 Impact Factor
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ABSTRACT: The present exploratory study was designed to examine the relationship between resilience and job satisfaction in psychiatric nurses working in inpatient units in a large, urban medical centre. The long range goal was to understand the dimensions of job satisfaction in this inpatient environment in order to implement nurse retention programmes specifically targeted toward teaching nurses skills in developing resilience. The nurses (n = 32) reported a high level of resilience and high job satisfaction. The job satisfaction subscale of professional status had the highest mean rating among these nurses, and the physician-nurse interaction subscale had the lowest mean score. Implications for future practice and research are addressed.
International journal of mental health nursing 10/2010; 19(5):307-12. · 1.07 Impact Factor
