Communicating Expectations: Developing a Rubric for Peer Reviewers.

The peer-review process is a form of self-regulation by qualified members of the profession to evaluate works done by one or more individuals. However, without a clear structure, the peer-review process can be problematic. Rubrics have been shown to increase peer reviewer satisfaction and author compliance, but only when they convey clear and specific descriptions for task-specific criteria. Sigma developed a peer-review rubric to provide consistency in judging scientific abstracts. An asynchronous provider-directed, provider-paced educational activity can be used to successfully educate peer reviewers on the benefit and use of a peer-review rubric. [J Contin Educ Nurs. 2021;52(2):64-66.].

Implementing a Transition-to-Practice Program for Novice Clinical Nurse Specialists: A Pilot Project.

PURPOSE: The aim of this study was to determine the impact of a transition-to-practice program on job satisfaction among novice clinical nurse specialists (CNSs) in the US Air Force. PROGRAM DESCRIPTION: A needs assessment was conducted among currently practicing Air Force CNSs (n = 30) to establish the necessity for a transition-to-practice program. Newly graduated CNSs (n = 8) were paired with experienced CNS mentors and met every 2 weeks for 2 months to discuss progress on the CNS core competencies. Before beginning the program, mentees self-reported perceptions related to the core competencies. Mentors focused on areas of self-reported low competency. The Nursing Context Index was administered preintervention and postintervention to assess the program's impact on job satisfaction. OUTCOMES: Overall job satisfaction among novice CNSs improved from 5.01 to 5.57 (scale, 1-7) after completing the program. Personal satisfaction (4.30-5.63) and satisfaction with professional support (5.28-6.00) showed the greatest improvement out of the 4 elements of job satisfaction evaluated. CONCLUSIONS: Transition-to-practice programs can be beneficial for novice CNSs in establishing their practice. Future studies with larger sample sizes over longer periods of time are necessary to determine the true impact of similar programs.

Empowerment of front-line leaders in an online learning, certificate programme.

AIM: To evaluate the effectiveness of an online learning, certificate programme for front-line nurse leaders' sense of empowerment. BACKGROUND: Front-line leaders play a crucial role in health care. Current training is often inadequate. The Institute of Medicine report on The Future of Nursing: Leading Change, Advancing Health (2010) recommends nurses at all levels receive training for their role. METHODS: A pre- to post-study design was used; instruments included Conditions for Work Effectiveness Questionnaire, Psychological Empowerment Scale, intent to stay, and self-reported knowledge and effectiveness of intervention questions. This study evaluated the effects of online learning for 29 acute care front-line leaders in the USA and Australia. RESULTS: Structural empowerment significantly improved, pre-assessment (M = 18.50, SD = 1.6940) to post-assessment (M = 19.47, SD = 1.6940). There was no significant difference in intent to stay or overall psychological empowerment. Participants agreed (24/29, 83%) the intervention contributed to their 'sense of empowerment in their role' and 'ability to create an empowering work environment'. CONCLUSION: Online learning was effective and could be integrated into orientation and/or continuing education plans to develop empowering work environments. IMPLICATIONS FOR NURSING MANAGEMENT: Online learning may be a means of educating and empowering front-line leaders for their role.

Exploring, defining, and illustrating a concept: Structural and psychological empowerment in the workplace.

AIM: The aim of this concept analysis is to clarify the meaning and relationship of psychological and structural empowerment. BACKGROUND: Empowerment is linked to positive organizational and individual constructs and outcomes. Improving the work environment may assist in sustaining a fragile and essential workforce. DESIGN: Walker and Avant's method was used to guide an analysis of this concept. DATA SOURCE: Resources published from 1970 to 2018 were identified via electronic databases, empirical works, and modern operational usage of the terms. REVIEW METHODS: A literature review and search for concept maps were completed and analyzed to identify uses and definitions of the concept: attributes, antecedents, consequences, and empirical referents. It also includes identifying model, borderline, and contrary cases to differentiate empowerment from other related concepts. RESULTS: A comprehensive, inclusive review of empowerment must include both constructs, structural and psychological. A conceptual map of these akin constructs illustrates their syndication. CONCLUSIONS: The concept of examining empowerment from both constructs, structural and psychological, is necessary to develop evidence-based practice strategies and improve the work environment and workforce.