Nursing Management

Related Articles

A Scoping Review of the Nursing Workforce's Changing Demography: Supporting Baby-Boomer Nurses.

J Nurs Manag. 2020 Aug 12;:

Authors: Gan I

Abstract
AIMS: This scoping review discusses two telecommuting options to advance scholarship regarding Baby-Boomer nurses' delayed retirement and to extend their contribution to bedside nursing.
BACKGROUND: Peer-reviewed studies published in the 15 years before COVID-19 indicate that Baby-Boomer nurses' retirement will increase the global nursing shortage. However, three international trends have affected Baby-Boomer nurses' decision to delay their retirement.
EVALUATION: This review observed the scoping review framework.
KEY ISSUES: COVID-19 further disrupts the current understanding of Baby-Boomer nurses' retirement as they recognize COVID-19's impact on health care systems and younger nurses. Technological advancements and the changing needs of health care delivery have made telecommuting a practical possibility.
CONCLUSION: Baby-Boomer nurses can leverage alternative work arrangements to meet their needs and to contribute to clinical practice through telecommuting. This approach extends Baby-Boomer nurses' careers and creates a resource for bedside nurses.
IMPLICATIONS FOR NURSING MANAGEMENT: Clinical experience matters at the bedside. Telecommuting maximizes the retention of Baby-boomer nurses' clinical expertise to benefit patients and to socialize bedside nurses. Baby-Boomer nurses can contribute to patient monitoring as well as patient education and counseling through telehealth. They can also provide asynchronous and synchronous telementoring to bedside nurses.

PMID: 32786163 [PubMed - as supplied by publisher]

Related Articles

Predictors of toxic leadership behaviour among nurse managers: A cross-sectional study.

J Nurs Manag. 2020 Aug 12;:

Authors: Labrague LJ, Lorica J, Nwafor CE, Cummings GG

Abstract
AIM: To identify predictors of toxic leadership behaviour in nurse managers.
BACKGROUND: Toxic leadership is becoming increasingly prevalent in nursing; however, the literature provides very limited evidence of the different factors that promote toxic leadership behaviour in nurse managers.
METHODS: A descriptive, cross-sectional design was used. Two hundred and forty nurse managers from ten hospitals in Central Philippines were included in the study. Data were collected using the Nurse Information Form and the Toxic Leadership Behaviours of Nurse Managers Scale (ToxBH-NM). Hierarchical multiple regression was used to analyse the data collected.
RESULTS: The mean of average item score of the ToxBH-NM was 1.250 (SD = 0.470). Multiple regression analyses identified the years of experience in a managerial role (β = -0.165, p = 0.031), job status (part time) (β = 0.177, p = 0.002), ward census (30 patients, 40 patients, and above 40 patients) [(β = 0.231, p = 0.005); (β = 0.345, p < 0.004); (β = 0.262, p = 0.012)], number of unit managed (2 units, and > 3 units) [(β = 0.292, p < 0.001); (β = 0.235, p < 0.001), hospital type (private hospital) (β = 0.271, p = 0.007), and hospital level (secondary hospitals) (β = 0.226, p = 0.036) predicted toxic leadership behaviour in nurse managers.
CONCLUSIONS: Overall, nurse managers were appraised as non-toxic leaders. Nurse Managers who held part time job status, had lower experience in the managerial role, and those who were assigned in wards or units with high patient admission reported increased toxic leadership behaviours. Further, nurse managers who managed more than 2 units, those who were employed in private hospitals, and those who worked in secondary hospitals reported increased toxic leadership behaviours.
IMPLICATIONS FOR NURSING MANAGEMENT: Nurse administrators can consider the different predictors identified when planning and developing leadership interventions and organizational strategies (e.g., limiting the number of units per nurse manager, provision of full time job employment, assignment of assistant nurse managers, formulation of policy specific to managing toxic behaviours) may assist in the determent of toxic behaviours in nurse managers.

PMID: 32786116 [PubMed - as supplied by publisher]

Related Articles

Effects of organizational restructuring of hospitals on nurses.

J Nurs Manag. 2020 Aug 12;:

Authors: Kumral S, Öztürk H, Nefise Bahçecik A

Abstract
AIM: The study aims to determine the thoughts, feelings, and attitudes of nurses towards organizational change in hospitals; the effects of organizational cynicism, job satisfaction, organizational commitment and work alienation on nurses' attitudes towards change.
BACKGROUND: Changes and employees' thoughts, attitudes and behaviours can be mutually affected in the process of transformation.
METHODS: The descriptive, correlative, and cross-sectional study was conducted with 1000 nurses in 52 public hospitals in Turkey.
RESULTS: Of the nurses, 59% explained that their workload had increased, and 57% experienced uncertainty and confusion due to the organizational changes in the hospitals. Nurses' total scale scores were 2.86±0.65 for attitude towards change, 2.98±0.52 for work alienation, 2.97±0.84 for organizational cynicism, 2.98±0.70 for job satisfaction and 2.74±0.92 for organizational commitment. Organizational cynicism had a significant effect on the attitude towards change of nurses (R2 = 0.486; F=235.528; p<0.001).
CONCLUSION: The nurses had a moderate level of attitude towards change, organizational cynicism, job satisfaction, organizational commitment, and work alienation. The primary influence on their attitude against change was their cynical thinking.
IMPLICATIONS FOR NURSING MANAGEMENT: The findings of the study can be used to improve policies and strategies, and to reduce cynicism regarding effective management of change.

PMID: 32785938 [PubMed - as supplied by publisher]

Related Articles

Nursing Rounds: A Quality Improvement Project to improve outpatient satisfaction.

J Nurs Manag. 2020 Aug 11;:

Authors: Fan QQ, Feng XQ, Jin JF

Abstract
AIM: To implement nursing rounds to improve the quality and patient satisfaction of the outpatient department BACKGROUND: Patient satisfaction is one of the most critical standards for judging the quality of hospitals. Clinical daily nursing rounds significantly increase patient satisfaction and influence safety.
METHOD: SQUIRE guidelines directed the execution of a quality improvement project which used the Driver model to improve patient satisfaction in a Chinese outpatient department with 15,000 visits per day (4 million/year). Patient satisfaction based on questionnaires (1541) pre-intervention and (1219) post provided increased satisfaction (p<.05).
RESULTS: Improvements validated were satisfaction with outpatient services from patients, effective nurse-patient communications, an increase in the quality of nursing care, doctors' satisfaction with the outpatient department operations, reduced wait time, more efficient management, all impact safety.
CONCLUSIONS: The institution of daily nursing rounds made an overall improvement of the operations of the outpatient department, increased patient satisfaction, quality of care, and safety.
IMPLICATIONS FOR NURSING MANAGEMENT: Nursing rounds promote patient satisfaction through assessment of operations, addressing patient and staff needs, appropriate interventions to rectify issues and reduce adverse outcomes. Patient satisfaction impacts quality, outcomes, and safety in clinical settings.

PMID: 32780532 [PubMed - as supplied by publisher]

Related Articles

Health-related behaviors of nurses in poland: The role of type D personality.

J Nurs Manag. 2020 Aug 09;:

Authors: Gieniusz-Wojczyk L, Dąbek J, Kulik H, Wojczyk S

Abstract
AIM: To evaluate factors affecting the health-related behaviors among nurses in Poland, including the influence of Type D personality.
BACKGROUND: Some nurses appear to adopt an unhealthy lifestyle to cope with the stressful nature of their work, which can affect their professional performance and contribute to the burden on our healthcare system. However, the factors driving the health-related behaviors among nurses in Poland have not been adequately studied.
METHOD: This was a descriptive study conducted from June 2017 to May 2018 among nurses (N=1,080) working primary care or in training facilities in Silesia, Poland. Data were acquired through a series of questionnaires and are presented as descriptive statistics.
RESULTS: A total of 379 (35%) nurses consumed alcohol in a harmful way and ~20% were smokers. Almost all nurses (94.5%) could make dietary improvements. Over half (68%) reported moderate stress levels, and 179 (16.6%) were extremely stressed. Compared with non-Type D individuals, nurses with Type D personality more commonly used ineffective techniques for dealing with stress (i.e., denial and abreaction; P <0.001), had lower mood (P <0.001), and a poorer diet (P=0.001).
CONCLUSION: The majority of nurses in Poland lead an unhealthy lifestyle and report moderate to severe levels of stress. Those with Type D personality use ineffective techniques for dealing with stress (i.e., avoidance strategies), have lower mood, and a poorer diet than those with non-Type D personality.
IMPLICATIONS FOR NURSING MANAGEMENT: Promoting healthy behaviors and developing stress management techniques among nurses, particularly those with Type D personality, may improve nurses' wellbeing and professional performance, and help set a better example for patients.

PMID: 32772471 [PubMed - as supplied by publisher]

Related Articles

Impact of exploitative leadership on psychological distress: A study of nurses.

J Nurs Manag. 2020 Aug 09;:

Authors: Majeed M, Fatima T

Abstract
AIM(S): This study tested the (a) impact of exploitative leadership on psychological distress of nurses via negative affectivity and (b) moderating role of psychological detachment from work between exploitative leadership and negative affectivity.
BACKGROUND: Destructive leadership, particularly exploitative leadership, has been less studied earlier in nursing research. Additionally, underlying mechanisms and boundary conditions that exist between exploitative leadership and negative employee outcomes were also missing in the nursing literature.
METHOD(S): This is a quantitative study in which temporally segregated data was collected from nurses (N= 231) working in Pakistani hospitals through questionnaires.
RESULTS: Negative affectivity mediates the relationship between exploitative leadership and psychological distress among nurses, and psychological detachment from work weakens exploitative leadership and negative affectivity relationship.
CONCLUSION(S): Exploitative leadership yields negative employee outcomes in the form of negative affectivity and psychological distress; however, these negative outcomes can be reduced through psychological detachment from work.
IMPLICATIONS FOR NURSING MANAGEMENT: It is amongst the pioneer studies to unveil the exploitative side of leadership and its negative consequences for nurses. Psychological distress among nurses can be reduced by discouraging leader exploitative behavior. Nurses could utilize psychological detachment from work as a tool to reduce negative outcomes of leader exploitative behavior.

PMID: 32772432 [PubMed - as supplied by publisher]

Icon for Wiley Related Articles

Using the Knowledge-to-Action framework to understand experiences of breastfeeding guideline implementation: a qualitative study.

J Nurs Manag. 2020 Aug 08;:

Authors: Ramos-Morcillo AJ, Harillo-Acevedo D, Ruzafa-Martinez M

Abstract
AIM: to examine the perceptions and experiences of healthcare professionals and mothers in relation to the implementation of a breastfeeding clinical practice guideline (CPG).
BACKGROUND: Breastfeeding CPG applications remain limited, and qualitative studies have indicated the need to overcome the perception by professionals of difficulties in applying recommendations.
METHODS: A qualitative study was conducted in a Spanish public hospital that implemented the Registered Nurses´ Association of Ontario breastfeeding CPG from 2012 through 2015. Between May-August 2017, 27 semi-structured interviews were conducted with managers, with professionals in maternity and pediatric departments and with mothers. Deductive content analysis was performed following the stages in the Knowledge-To-Action (KTA) framework.
RESULTS: We obtained five main categories: 1) problem as opportunity, 2) adequate context and adapted recommendations, 3) extent of implementation, 4) impact of results, and 5) knowledge use normalization.
CONCLUSIONS: The KTA framework assists understanding of the participation of the main actors in breastfeeding CPG implementation.
IMPLICATIONS FOR NURSING MANAGEMENT: The nature of the interventions and the participation of managers, different professionals, and mothers in a multi-unit setting generate a complex implementation process that reveals key factors to be taken into account in future CPG implementations.

PMID: 32770811 [PubMed - as supplied by publisher]

Icon for Wiley Related Articles

COVID-19 anxiety among frontline nurses: predictive role of organisational support, personal resilience and social support.

J Nurs Manag. 2020 Aug 08;:

Authors: Labrague LJ, de Los Santos J

Abstract
AIM: This study examines the relative influence of personal resilience, social support and organisational support in reducing COVID-19 anxiety in frontline nurses.
BACKGROUND: Anxiety related to the COVID-19 pandemic is prevalent in the nursing workforce, potentially affecting nurses' well-being and work performance. Identifying factors that could help maintain mental health and reduce coronavirus-related anxiety among frontline nurses is imperative. Currently, no studies have been conducted examining the influence of personal resilience, social support and organisational support in reducing COVID-19 anxiety among nurses.
METHODS: This cross-sectional study involved 325 registered nurses from the Philippines using four standardised scales.
RESULTS: Of the 325 nurses in the study, 123 (37.8%) were found to have dysfunctional levels of anxiety. Using multiple linear regression analyses, social support (β = -0.142, p = 0.011), personal resilience (β = -0.151, p = 0.008) and organisational support (β = -0.127, p = 0.023) predicted COVID-19 anxiety. Nurse characteristics were not associated with COVID-19 anxiety.
CONCLUSIONS: Resilient nurses and those who perceived higher organisational and social support were more likely to report lower anxiety related to COVID-19.
IMPLICATION FOR NURSING MANAGEMENT: COVID-19 anxiety may be addressed through organisational interventions, including increasing social support, assuring adequate organisational support, providing psychological and mental support services and providing resilience-promoting and stress management interventions.

PMID: 32770780 [PubMed - as supplied by publisher]

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The influence of experiences of involvement in the COVID-19 rescue task on the professional identity among Chinese nurses: A qualitative study.

J Nurs Manag. 2020 Aug 08;:

Authors: Sheng Q, Zhang X, Wang X, Cai C

Abstract
AIMS: To explore the influence of experiences of involvement in the COVID-19 rescue task on professional identity among Chinese nurses from a qualitative method perspective.
BACKGROUND: Professional identity of nurses is not static and easily affected by many factors. The COVID-19 epidemic brings the tremendous physical and psychological challenges for rescue nurses. At present, there is limited data on the influence of rescue experiences on the nurses' professional identity.
METHODS: This study used a face-to-face interview with semis-structured questions to learn about the influence of rescue experiences on the professional identity of nurses. Purposeful sampling was used to collect participants (n=14) and interview data were analyzed following the Colaizzi's phenomenological analysis.
RESULTS: The 'impression of exhaustion and fear', 'feeling the unfairness', 'perceiving incompetence in rescue task' and 'unexpected professional benefits' were the main factors affecting the professional identity of rescue nurses.
CONCLUSION: The present study showed that special attention and targeted support measures should be provided to improve the professional identity of rescue nurses k.
IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers should make a post-epidemic recovery plan to help nurses to improve the professional identity Designed education programs and complete disaster response system should be developed to deal with infection disease in the future.

PMID: 32770772 [PubMed - as supplied by publisher]

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