Barriers to nurse/nursing aide communication: The search for collegiality in a southeast Ohio nursing home

Journal of Nursing Management (Impact Factor: 1.5). 10/2009; 17(7):822 - 832. DOI: 10.1111/j.1365-2834.2008.00913.x
Source: PubMed


Aim The aims of this study were: (1) to identify barriers to nurse/nursing aide communication and to discuss and provide solutions to some of these problems through a focus group; and (2) to determine the effectiveness of this focus group on job satisfaction-related outcomes.
Background Numerous studies have attributed problems with nurse staffing and turnover to faulty communication between nursing supervisors and nursing aides.
Methods Registered nurses (RNs) (n = 2), licensed practical nurses (LPNs) (n = 10) and nursing aides (n = 19) were interviewed; narrative themes from the interviews were then used to guide focus group discussions. A job satisfaction survey in a pre-test/post-test fashion was used to test the efficacy of the focus group.
Results Qualitative data from the interviews highlighted: (1) anger and condescension in communication; and (2) lack of mentoring, empathy and respect. The job satisfaction survey data showed that the attitudes decreased significantly among participants in the focus group but not in the control group (P < 0.05).
Conclusion Nurse supervisors, both RN and LPN, are key to educational reform and must be taught collegial methods when delegating authority.
Implications for nursing management Findings from this study can be used to develop a multidisciplinary educational tool to foster communication and collegiality, thereby reducing job turnover in nursing homes.

Download full-text


Available from: Robert Barcikowski, Dec 18, 2013
  • Source
    • "또한 미국의 장기요양시설에서는 직무기술서 및 업무 수행 범위에 준 하여 기관에 규정화 되어 있는 위임 과정을 거쳐 보다 효 율적인 업무 수행이 가능함을 제시하고 있고[22] [23] "
    [Show abstract] [Hide abstract]
    ABSTRACT: This study was to investigate of nursing activities performed by nursing staffs in long-term care hospitals. A survey of was conducted with 131 nurses who were working in 15 geriatric hospitals using a structural questionnaire. Data were collected from March 7 to June 30, 2013 and analyzed with SPSS 17.0, using descriptive statistics and t-test, ANOVA. This survey confirmed that the 88 activities except to 'making nursing diagnosis', 'setting nursing goals', and 'writting patient evaluation checklist' had been practiced in a wide range of nurses with nurse assistants. The degree of performance by nurse assistant was significantly different among nurses group according to the total number of patient and number of nurse(p
    Preview · Article · Feb 2014
  • [Show abstract] [Hide abstract]
    ABSTRACT: This study is a qualitative, descriptive study of how registered nurses (RNs) (N=33) in leadership roles in institutionalized long-term care settings delegate care, including their strategies and processes for delegating care, and their perceptions of barriers to effective delegation and potential benefits of delegation. Findings indicate two key approaches to delegation, including the "follow the job description" approach, emphasizing adherence to facility-level roles and job descriptions, and the "consider the scope of practice" approach, emphasizing consideration of multiple aspects of scope of practice and licensure, and the context of care. While the former resulted in more clarity and certainty for the RN, the latter facilitated a focus on quality of resident care outcomes as linked to the delegation process. Barriers to effective delegation were comparable among RNs using either approach to delegation, and almost all RNs could describe benefits of delegation for long-term care.
    No preview · Article · May 2010 · Online journal of issues in nursing
  • Source
    [Show abstract] [Hide abstract]
    ABSTRACT: Recognizing the emotional labour underlying interprofessional collaborations (IPCs) could be considered a crucial step towards building a cohesive nursing team. Although IPCs between registered nurses (RNs) and licensed practical nurses (LPNs) have been linked to quality nursing care, little is known about the emotions experienced by LPNs during their interactions with RNs or those factors that influence IPCs. A questionnaire administered to 309 LPNs found that (1) the professional identity of LPNs has evolved into a that of a unique social group; (2) LPNs define IPC as an interpersonal process of exploring similar or dissimilar assessments of a patient's status with RNs and, together, establishing a course of nursing actions; (3) the primary organizational factor facilitating IPCs is inclusive nursing leadership; (4) the interpersonal factor promoting IPCs is the level of trust RNs extend to LPNs; and (5) an LPN's emotional labour (i.e., internal emotional regulation) is most tangible during uncollaborative interactions with RNs.
    Full-text · Article · Oct 2011
Show more