Influencing Mental Health and Well-Being of Older Adults Through Advocacy: Beyond the Bedside.

Estimates indicate that approximately 20% of adults 65 and older have one or more mental health or substance use conditions. As caregivers, mental health nurses are natural advocates for older patients facing mental health challenges in the clinical environment. Substantive opportunities exist to shape older adult mental health and well-being through advocacy. Nurse advocates can be effective influencers helping address key challenges at the intersection of mental health, aging, and policy. Resource barriers such as workforce issues and funding challenges, coupled with the stigma associated with mental health, are three of the many areas where nurses can advocate to make a positive difference in the lives of older adults. By becoming active and engaged in advocacy opportunities that effect positive change, beyond the bedside, nurses influence older adult mental health at the population level. [Journal of Psychosocial Nursing and Mental Health Services, 57(7), 13-15.].

Nurse practitioners and intent to retire.

BACKGROUND AND PURPOSE: Demand for primary care services is rising. Nurse practitioners (NPs) serve vital roles in meeting primary care demands. Workforce planning requires understanding NP retirement intentions. This study examines factors that relate to NPs, aged 55 years and older, and their intent to retire within 5 years. METHODS: We used the 2012 National Sample Survey of Nurse Practitioners to examine the relationship between NP demographic characteristics (gender, race/ethnicity, marital status, nursing degree), work environment characteristics (part-time vs. full-time status, primary or specialty care, earnings, job satisfaction), and intent to retire. Descriptive, bivariate, and multivariate analyses were conducted. A total of 3171 working NPs, 55 years of age and older, were included. CONCLUSIONS: Fifty-nine percent of NPs 60 years and older and 15% of NPs 55-59 intend to retire in the next 5 years. Working part-time and having less than a master's degree were associated with intent to retire. Being "very satisfied" with one's job was related to lower odds of intent to retire versus being "satisfied." Being "dissatisfied" with one's job and working in primary care were related to intending to retire for the NPs 55-59. IMPLICATIONS FOR PRACTICE: Given the relationship between higher job satisfaction and lower intent to retire, efforts to increase NPs' job satisfaction may result in less early retirement.

Infographic Development by Accelerated Bachelor of Science in Nursing Students: An Innovative Technology-Based Approach to Public Health Education.

Health communications and baccalaureate nursing education are increasingly impacted by new technological tools. This article describes how an Accelerated Bachelor of Science in Nursing program incorporates an infographic assignment into a graduate-level online health information and technology course. Students create colorful, engaging infographics using words and visuals to communicate public health information. The assignment, which incorporates the use of data and evidence, provides students the opportunity to acquire new research and technology skills while gaining confidence creating and innovating. The finished products may be disseminated, serving as vehicles to influence public health and well-being.

How important are autonomy and work setting to nurse practitioners' job satisfaction?

PURPOSE: Nurse practitioners (NPs) have reported aspects of their jobs that they are more and less satisfied with. However, few studies have examined the factors that predict overall job satisfaction. This study uses a large national sample to examine the extent to which autonomy and work setting predict job satisfaction. DATA SOURCES: The 2012 National Sample Survey of Nurse Practitioners (n = 8311) was used to examine bivariate and multivariate relationships between work setting and three autonomy variables (independent billing practices, having one's NP skills fully utilized, and relationship with physician), and job satisfaction. CONCLUSIONS: NPs working in primary care reported the highest levels of autonomy across all three autonomy measures, while those working in hospital surgical settings reported the lowest levels. Autonomy, specifically feeling one's NP skills were fully utilized, was the factor most predictive of satisfaction. In multivariate analyses, those who strongly agreed their skills were being fully utilized had satisfaction scores almost one point higher than those who strongly disagreed. Work setting was only marginally related to job satisfaction. IMPLICATIONS FOR PRACTICE: In order to attract and retain NPs in the future, healthcare organizations should ensure that NPs' skills are being fully utilized.

Strategic Planning and Doctor Of Nursing Practice Education: Developing Today's and Tomorrow's Leaders.

Strategic planning and thinking skills are essential for today's nurse leaders. Doctor of nursing practice (DNP) programs provide an opportunity for developing effective nurse strategists. A well-designed strategy course can stimulate intellectual growth at all levels of Bloom's Taxonomy. Discussion forums in online education provide new opportunities for rich interaction among peers en route to development of well-informed strategic plans. An interprofessional perspective adds a rich and vital aspect to doctoral nursing education and it serves to inform strategic plan development. A roadmap for teaching strategic planning to current and future nursing leaders will guide the integration of essential content into DNP programs.

Does Prior RN Clinical Experience Predict Academic Success in Graduate Nurse Practitioner Programs?

BACKGROUND: There is limited evidence on whether prior RN clinical experience is predictive of academic success in graduate nurse practitioner (NP) programs. The purpose of this study was to explore whether the frequently held assumption that more prior clinical experience is associated with better academic success in The George Washington University online NP programs. METHOD: Applications (n = 106) for clinical NP students entering from 2008-2010 were examined along with data on academic performance. RESULTS: No relationship was found between years of prior RN clinical experience and three educational outcome variables (cumulative grade point average [GPA], clinical course GPA, and having failed any courses or been put on probation). However, students with the most prior RN clinical experience were less likely to graduate in 4 years, compared with those with the least experience. CONCLUSION: These findings serve as a building block of empirical evidence for admissions committees as they consider entry requirements for NP programs.

The elder justice act: what nurses need to know.

A strong mandate to promote recognition, reporting, and prevention of elder abuse.

Don't Come Late to the Party: Step Up and Lead.

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A health policy resource guide for nurses.

This column helps nurses and advanced practice nurses learn why it is essential to engage in health policy. It also supports readers in their efforts to discover new understanding and take action.

Using a student-faculty collaborative learning model to teach grant development in graduate nursing education.

Graduate nurses are employed in clinical, research, educational, and policy roles. As leaders, they are expected to develop and sustain projects that support translating research to practice and policy. Funding to support initiatives is tight and requires innovative solutions to cover salaries, benefits, equipment purchases, and other program expenses. In an effort to teach grant writing while developing skilled leaders who are effective and competitive in securing funds, the George Washington University School of Nursing offers a graduate-level grant writing course. In the summer of 2011, a collaborative learning model was developed within the course. The joint approach was foundational to securing an Agency for Healthcare Research and Quality grant to support development and implementation of a patient engagement project by the Nursing Alliance for Quality Care. This article describes the project and offers hints for those seeking to develop a collaborative educational experience that affords new leadership skills for RNs from all backgrounds.

Retaining the wisdom: Academic nurse leaders' reflections on extending the working life of aging nurse faculty.

Aging nurse faculty members are vital human resources who serve as educators, researchers, and leaders within baccalaureate nursing (BSN) programs. On average, aging nurse faculty members are over 50 years of age and face key retirement decisions over the next decade. The purpose of this study was to begin to build substantive theory about academic nurse leaders' perceptions of extending the academic working life of aging nurse faculty members. Nine academic nurse leaders from BSN programs nationwide were interviewed in this grounded theory study. Data were analyzed using constant comparative analysis. Four categories emerged: valuing aging nurse faculty, enduring environmental challenges, recognizing stakeholder incongruence, and readjusting. Findings reveal that aging nurse faculty members are highly valued by academic nurse leaders, bringing wisdom, experience, and institutional, historical, and cultural awareness to their many roles. Yet, some aging nurse faculty fail to keep knowledge, skills, and teaching modes current, which is problematic given the multiple environmental challenges that academic nurse leaders face. Stakeholder incongruence arises as a mismatch between the needs of the BSN program and the skills and contributions of aging nurse faculty members. BSN programs, program leaders, and aging nurse faculty members can lessen incongruence by readjusting to address the pressures, tensions, and ongoing change.

Opinion piece: Don't come late to the party: Step up and lead.

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Elder mistreatment and the Elder Justice Act.

Elder mistreatment is unrecognized, hidden, and underreported. Studies show that health professionals, nurses among them, are largely unaware of the various forms of elder mistreatment that take place and of the proper course of action to pursue when mistreatment is suspected. In this article, we describe elder mistreatment policies, examining them in the light of the United States national elder abuse policies with a focus on important provisions of the Elder Justice Act. Next, we review the various types of abuse, the identification of abuse, and the nurses role in addressing elder mistreatment. We present an example of a case of physical abuse and conclude by discussing nurses' advocacy role and issuing a call to action, challenging nurses to '"act now" to protect the well being of elders.

From dinner table to digital tablet: technology's potential for reducing loneliness in older adults.

Statistics estimate that close to 35% of our nation's older individuals experience loneliness. Feelings of loneliness have been associated with physical and psychological illness in several research studies. As technology advances and connectivity through tablet devices becomes increasingly user friendly, the potential for tablets to reduce loneliness among older adults is substantial. This article discusses the issue of loneliness among older adults and suggests tablet technology as a tool to improve connectivity and reduce loneliness in the older adult population. As nurses, we have the opportunity to help enhance the quality of life for our clients. Tablet technology offers a new option that should be fully explored.

Strategies to enhance retention and effective utilization of aging nurse faculty.

Society faces an unprecedented shortage of nurses. One driver for the deficit is a shortfall in the number of faculty members available to educate current and future nurses. Another driver is the increasing age of nurse faculty. With the average age of master's and doctoral faculty older than age 50, nurse educators face short-term and long-term decisions about work and retirement. Aging faculty members bring intellectual capital, wisdom, leadership expertise, and a wealth of skills and abilities to the workforce. The nursing community, patients, and society will benefit by retaining aging nurse faculty in the workforce on a full-time or part-time basis. This article examines nurse faculty workforce issues and suggests strategies to enhance the heretention and effective utilization of aging nurse faculty.

Aging workers in search of employment & health insurance coverage.

Aging workers, ages 55 to 64, face challenges finding employment and health insurance coverage. In the search for employment, they frequently discover that their skills and needs do not match the opportunities in today's work environment. Roadblocks in the search have the potential to negatively affect overall health and well-being. This article examines employment and health insurance challenges faced by aging workers and suggests nursing interventions that will help reduce stress and promote healthy aging.

Mid-career opportunity for nurses: learning and growing through a health policy internship.

This article shares the experience and insight gained from a mid-career policy internship offered through the National Academy of Social Insurance. The author is a nursing doctoral student who interned on veterans' long-term care projects with the Health Care Team at the Government Accountability Office in Washington, D.C. As the average age of nurses continues to rise and society faces nursing shortages, new opportunities and solutions must be considered to keep aging nurses in the workforce. A mid-career internship is a very real option that will benefit health policy organizations, the nursing community, and aging nurses.