Preliminary evaluation of an adolescent positive health measurement scale: a salutogenic health promotion approach.

Health measurement tools typically assess indicators of poor health by identifying the absence, or presence, of disease and risk factors. This article describes development and validation of the first instrument for measurement of adolescent engagement in positive health promoting actions from a salutogenic approach. This cross-sectional study of 406 youths 14-16 years old tested the validity and reliability of the Salutogenic Wellness Promotion Scale for Adolescents (SWPS-Adol) and examined the extent to which SWPS-Adol positively correlated with and was able to predict perceived health among this population. Findings indicated that SWPS-Adol had good internal consistency (α = 0.84, subscales α = 0.70), a multi-dimensional structure (physical, emotional, social, vocational and spiritual), and was positively correlated with perceived health (r = 0.37, p < 0.001). The SWPS-Adol total score also showed significant positive correlations with the physical (p ≤ 0.001), emotional (p < 0.001), social (p < 0.001) and vocational (p < 0.039) dimensions. The more adolescents engaged in positive behaviors, the better their perceived health. The SWPS-Adol tool provides positive health data to guide adolescent health programs and health curricula, to inform health professionals and policy makers about how positive health actions enhance health and community wellness.

Developing an Innovative Statewide Infrastructure and Model for Delivering Continuing Interprofessional Education: The North Carolina AHEC Initiative.

INTRODUCTION: North Carolina AHEC (NC AHEC) leadership recognized that continuing interprofessional education (CIPE) is vital for improving patient care and outcomes. Rather than train and educate in professional silos, interprofessional education presented an opportunity to reframe continuing education (CE) to improve the integration of care delivery and outcomes. METHODS: In April 2014, two regional AHECs collaborated to design a statewide initiative for AHEC CE leaders, CE professionals, and CE faculty to learn about integrating interprofessional education into CE planning and implementation. The design of this innovative initiative develops a common knowledge base in CIPE, promotes collaboration, avoids duplication, and creates shared definitions and standards to advance CIPE across the NC AHEC program. RESULTS: The NC AHEC CIPE Initiative drew participation from CE leaders, CE professionals, and CE faculty. Immediately after the completion of the Initiative, seven AHECs completed CIPE events. By June 2017, AHECs across the state had offered a total of 36 CIPE events. DISCUSSION: The NC AHEC CIPE Initiative demonstrates that it is possible to implement CIPE programming in a regional CE context. The education model promoted changes in knowledge, competence, and performance of CE professionals and faculty. Critical success factors include leadership support, functioning as a community of practice, engaging experts to train CE professionals and faculty, and using technology to span geographic distance of learners.

Capitalizing on Military Nurse Skills for Second-Career Leadership and Staff Development Roles.

Nursing continues to face professional workforce and diversity shortage problems. This article advocates for examining an untapped resource-the consideration of applicants for nursing leadership and educational positions in civilian health care organizations. This untapped resource is highly qualified, already retired (or going to be separated) military nurse officers (MNOs) who possess extensive health care knowledge, as well as distinctive ethnicity and gender composition. Clinical educators, as part of the organizational leadership, can play an important role in assisting the MNO civilian position assimilation because they come from a structured and unique cultural environment. Several innovative preparatory strategies are proposed to highlight the organization's support and commitment regarding preselection, recruiting, hiring, and mentoring, including the use of a specific navigational mentor to achieve the necessary acquired cultural assimilation for the MNO's success, satisfaction, and retention. J Contin Educ Nurs. 2016;47(11):503-510.