Structural empowerment of clinical nurse managers.

OBJECTIVE: The purpose of this study was to describe perceptions of structural empowerment of clinical nurse managers (CNMs) in 1 large healthcare system. BACKGROUND: The recruitment and retention of CNMs are crucial to the future of healthcare institutions. Understanding the extent to which CNMs feel supported in the work environment and have access to resources, information, support, and opportunities to learn and develop will be beneficial to organizational effectiveness. METHODS: The sample included 140 CNMs from 1 large healthcare system in the northeastern United States. RESULTS: Consistent with previous research, CNMs in the present study had moderate levels of empowerment. They had lower than expected subscale scores on the resources subscale and acceptable scores on the subscales of support, formal power, and informal power. CONCLUSIONS: In the current changing healthcare environment, it is important to gain more understanding of the role of CNMs who are crucial to quality care and patient and nurse satisfaction. This study provides important baseline information about perceptions of structural empowerment among CNMs. Interventions that can be initiated to enhance the CNM empowerment are presented.

Spiritual dimensions of care: developing an educational package for hospital nurses in the Republic of Ireland.

The nurses' role in providing spiritual care to in-hospital patients is not clearly outlined in the Republic of Ireland (ROI). This and other deficits reveal that there are current gaps in nurses' knowledge and confidence in this area. In response, an educational innovation has been developed and this article reports on its development.

Professional values, self-esteem, and ethical confidence of baccalaureate nursing students.

Professional identity and competent ethical behaviors of nursing students are commonly developed through curricular inclusion of professional nursing values education. Despite the enactment of this approach, nursing students continue to express difficulty in managing ethical conflicts encountered in their practice. This descriptive correlational study explores the relationships between professional nursing values, self-esteem, and ethical decision making among senior baccalaureate nursing students. A convenience sample of 47 senior nursing students from the United States were surveyed for their level of internalized professional nursing values (Revised Professional Nursing Values Scale), level of self-esteem (Rosenberg's Self-Esteem Scale), and perceived level of confidence in ethical decision making. A significant positive relationship (p < 0.05) was found between nursing students' professional nursing values and levels of self-esteem. The results of this study can be useful to nursing educators whose efforts are focused on promoting professional identity development and competent ethical behaviors of future nurses.

Genetics researchers' and IRB professionals' attitudes toward genetic research review: a comparative analysis.

PURPOSE: Genetic research involving human participants can pose challenging questions related to ethical and regulatory standards for research oversight. However, few empirical studies describe how genetic researchers and institutional review board (IRB) professionals conceptualize ethical issues in genetic research or where common ground might exist. METHODS: Parallel online surveys collected information from human genetic researchers (n = 351) and IRB professionals (n = 208) regarding their views about human participant oversight for genetic protocols. RESULTS: A range of opinions were observed within groups on most issues. In both groups, a minority thought it likely that people would be harmed by participation in genetic research or identified from coded genetic data. A majority of both groups agreed that reconsent should be required for four of the six scenarios presented. Statistically significant differences were observed between groups on some issues, with more genetic researcher respondents trusting the confidentiality of coded data, fewer expecting harms from reidentification, and fewer considering reconsent necessary in certain scenarios. CONCLUSION: The range of views observed within and between IRB and genetic researcher groups highlights the complexity and unsettled nature of many ethical issues in genome research. Our findings also identify areas where researcher and IRB views diverge and areas of common ground.

Registered nurse job satisfaction and satisfaction with the professional practice model.

AIMS: 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. BACKGROUND: 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. METHODS: A descriptive, cross-sectional design was used with participants (N = 101) from four patient care units; this represented a 55% response rate. RESULTS: 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). CONCLUSIONS: 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. IMPLICATIONS FOR NURSING MANAGEMENT: 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.

Corrigendum to The Professional Quality of Life and Work Engagement of Nurse Leaders [Nurse Leader 19 (2021) 95-100].

[This corrects the article DOI: 10.1016/j.mnl.2020.08.001.].

The effect of an educational session on pediatric nurses' perspectives toward providing spiritual care.

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.

Empowerment and job satisfaction in associate degree nurse educators.

The purpose of this study was to examine empowerment, job satisfaction levels, and relationships among 139 associate degree nursing educators.The Conditions of Work Effectiveness II, Psychological Empowerment Scale, and Job Diagnostic Survey were used. Findings indicated that the majority of educators were satisfied with their jobs as nursing faculty and felt empowered in their workplaces. Psychological empowerment demonstrated the strongest positive correlation with job satisfaction. There were no significant differences in empowerment or job satisfaction based on educators' tenure status, educational level, evidence of scholarship, or academic rank. Based on the findings of this study, the authors recommend that deans use resources to provide faculty opportunities to expand their departmental influence and spend more time with students, as well as place faculty in positions that highlight their relevance to the college and nursing program.

The Professional Quality of Life and Work Engagement of Nurse Leaders.

Even before the current pandemic, the nurse leader (NL) role was demanding of time, energy, and resources. These demands often cause stress, fatigue, and burnout. The focused-on outcome metrics, increased regulations, and economic downturn are challenges that NLs have continued to face. This study, undertaken before the pandemic, provides understanding of the professional quality of life and work engagement among NLs. Findings revealed that experienced NLs with doctorates have higher levels of compassion satisfaction and engagement, and have lowest levels of burnout and secondary traumatic stress. Minimizing compassion fatigue among NLs is imperative as they foster organizational cultures of compassion and engagement. Future research post-pandemic is recommended, especially as the demands have increased significantly.

Advancing quality diabetes education through evidence and innovation.

Patients with type 2 diabetes crowd emergency rooms; fill medical, surgical, and cardiac beds; and now appear in maternal health and pediatric units. Education is critical in hospital care of diabetes; however, what level of knowledge exists among acute care nurses? A systematic approach was used to examine levels of nursing knowledge about diabetes. An innovative and cost-effective structure was created to improve the quality of patient care through supporting diabetes education.

Internet versus face-to-face therapy: emotional self-disclosure issues for young adults.

The purpose of this study was to compare differences in emotional self-disclosure between young adult Internet users who prefer face-to-face therapy to those who prefer Internet therapy. A convenience sample of 328 was recruited from Facebook to complete an online survey. A total of 263 preferred face-to-face therapy (F2FT) while 65 preferred Internet therapy (IT). Significant differences were found with the F2FT group willing to disclose emotions of depression, jealously, anxiety, and fear to a therapist more frequently than the IT group. The majority reported a preference for F2FT over IT. Recommendations for future professional practice and research are included.

Demands of immigration among Indian nurses who immigrated to the United States.

PURPOSE: To describe the demands of immigration of Indian nurses who immigrated to the United States, and to compare the demands of immigration of Indian nurses who immigrated less than 3 years ago to those who immigrated 3 or more years ago. METHODS: A comparative descriptive design was used to examine the Demands of Immigration (DI) total and subscale scores of Indian nurses (n = 105) who immigrated to the United States between 1985 and 2005, who were categorized into two groups: those who immigrated less than 3 years ago (n = 44) and those who immigrated 3 or more years ago (n = 61). The DI total score and subscale scores (loss, novelty, occupation, discrimination, language and not feeling at home) are reported. Study findings are related to previous research on immigration of women and nurses. Recommendations for future research are included. RESULTS: There was a significant difference between groups in total DI scores and language and novelty subscale scores. CONCLUSION: Additional research in these areas could help to assess the demands of immigration of Indian nurses and immigrant nurses from other countries.

Job satisfaction and acculturation among Filipino registered nurses.

PURPOSE: To determine the (a) levels of acculturation and job satisfaction, (b) relationship between acculturation and job satisfaction, and (c) effects of select sociodemographic variables in predicting job satisfaction among Filipino RNs educated in the Philippines who are working in the US. DESIGN: Descriptive correlational. A convenience sample of Filipino RNs (N=96) present during the PNAA Eastern Regional Conference in Baltimore, MD was conducted. METHODS: A survey was conducted using A Short Acculturation Scale for Filipino Americans (ASASFA) to measure acculturation, Part B of the Index of Work Satisfaction Scale (IWS) to assess job satisfaction, and a participant demographic questionnaire. Data were analyzed using A Pearson correlation coefficient and multiple regression analysis. FINDINGS: Participants had a moderate level of job satisfaction that was positively correlated to a level of acculturation that was closer to American than to Filipino culture. Furthermore, age, length of U.S. residency, and acculturation significantly predicted perception of job satisfaction among this group of Filipino RNs. CONCLUSIONS: Job satisfaction among Filipino nurses is related to acculturation and select sociodemographic variables. Further research to determine how best to improve acculturation may lead to improved retention rates of Filipino nurses in countries to which they have migrated.

The relationship between nurses' perceptions of empowerment and patient satisfaction.

PURPOSE: This study aims to explore the relationship between nurses' perceptions of empowerment and patient satisfaction using Kanter's theory as adapted by Laschinger and others. RESEARCH QUESTION: Is there a positive relationship between nurses' perceptions of empowerment and patient satisfaction? METHOD: A descriptive correlational design was used. Instruments used were the Conditions of Work Effectiveness Questionnaire II, which measures nurse empowerment, and the Press Ganey Associates Patient Satisfaction Surveys, which measures patient satisfaction. RESULTS/CONCLUSIONS: Significant relationships were found between nurses' perceptions of empowerment and access to information, opportunity, support, and resources. A significant positive correlation was found between nurses' perceptions of empowerment and patient satisfaction (r = .052; p < .05). Limitations of this study are presented, as well as recommendations for future research.

Differences in perceptions of empowerment among nationally certified and noncertified nurses.

OBJECTIVE: To examine the difference in perceptions of empowerment between nurses who were nationally certified and those who were not. BACKGROUND: Nurses are encouraged to obtain certification in their specialty. The focus of most nursing research on certification has been on motivation to acquire certification and perceived benefits of certification. Research related to empowerment indicates that access to empowerment structures results in achievement and success. METHODS: This descriptive comparative study used the Conditions of Work Effectiveness II Questionnaire to measure registered nurses' perceptions of empowerment. Certification status was recorded on the demographic section of the questionnaire. RESULTS: Significant differences were noted in empowerment scores for certified and noncertified nurses as measured by the Conditions of Work Effectiveness II Questionnaire. Findings suggest that nurses who are certified have higher perceptions of empowerment. Certification may increase nurses' perceptions of empowerment and therefore improve work effectiveness. CONCLUSION: Certified nurses in this study had increased access to job-related power and opportunity structures. Certification provides recognition of the nurses' knowledge and expertise in the specialty area which in turn is empowering. Organizations that support and recognize this achievement may experience improved turnover and retention rates.