Identidad profesional del enfermero: una revisión de literatura / Identidade profissional do enfermeiro: uma revisão de literatura / Professional identity of nurses: a literature review

Objetivo: Identificar en la literatura científica, los matices identitarios de la enfermería en diversos contextos, especialmente en los campos de la gestión y de la enseñanza, para contribuir y desplegar nuevos apuntes sobre la temática propuesta.Método: Revisión integrativa, con el fin de aclarar la siguiente cuestión: ¿Cuáles son las configuraciones identitarias de la Enfermería como profesión en el contexto gerencial y de enseñanza? Los datos fueron recolectados en junio de 2017, sin delimitación temporal o de idioma, que estuvieran íntegramente, en la base de datos de Cinahl, en el portal de la BVS y del Dedalus, y en el directorio de revistas de Scielo. Al final del análisis de los datos, siete estudios fueron seleccionados.Resultados: Se percibió que estudios inherentes a la identidad profesional de la enfermera gestora insertada en un Programa de Integración Docente Asistencial, son todavía poco explorados. Sin embargo, se pudo discutir acerca de la referida temática sumergiéndose en publicaciones que reflexionan acerca de la identidad profesional de la enfermera docente y gerente.Consideraciones finales: La literatura enumerada en este estudio permitió vislumbrar las variantes que impactan en la construcción de un arquetipo identitario, permitiendo con ello, que nuevos desdoblamientos surgen como consecuencia de la necesidad de profundizarse en ese asunto eminentemente específico y peculiar, habida cuenta de que es un tema instigador, rico de posibilidades y de transformaciones

Objetivo: Identificar, na literatura científica, as matizes identitárias da Enfermagem em diversos contextos, especialmente nos campos da gestão e do ensino, para contribuir e desdobrar novos apontamentos sobre a temática proposta.Método: Revisão integrativa, visando sanar o seguinte questionamento: Quais são as configurações identitárias da Enfermagem quanto profissão no contexto gerencial e de ensino? Os dados foram coletados em junho de 2017, sem delimitação temporal ou de idioma, que estivessem na íntegra, na base de dados da Cinahl, no portal da BVS e do Dedalus, e no diretório de revistas da Scielo. Ao final da análise dos dados, sete estudos foram selecionados. Resultados: Percebeu-se que estudos inerentes à identidade profissional da enfermeira gestora inserida em um Programa de Integração Docente Assistencial, são ainda pouco explorados. Entretanto, pôde-se discutir acerca da referida temática imergindo-se em publicações que refletem a respeito da identidade profissional da enfermeira docente e gerente. Considerações finais: A literatura elencada nesse estudo permitiu vislumbrar as variantes que impactam na construção de um arquétipo identitário, permitindo com isso, que novos desdobramentos surjam em decorrência da necessidade de se aprofundar nesse assunto eminentemente específico e peculiar, haja vista que é um tema instigante, rico de possibilidades e de transformações

Objective: To identify, in the scientific literature, the identity nuances of Nursing in several contexts, especially in the fields of management and teaching, to contribute and unfold new notes on the proposed subject.Method: Integrative review, aiming to solve the following question: What are the identity settings of Nursing as a profession in both managing and teaching context? Data was collected in June 2017, without time or language delimitation, in full, from Cinahl database, from BVS and Dedalus portal, and from Scielo magazine directory. At the end of the data analysis, seven studies had been selected.Results: It was noticed that studies that are inherent to the professional identity of the nurse manager at IDA Program are still little explored. However, it was possible to discuss the subject matter by immersing itself in publications that reflect on the professional identity of the teaching and management nurse.Final considerations: The literature mentioned in this study allowed us to glimpse the variants that affect the construction of an identity archetype, thus allowing new developments to arise because of the need to explore this eminently specific and peculiar subject, since it is an exciting subject, abundant in possibilities and transformations

The nurse manager's role in perioperative settings: An integrative literature review.

AIM: To describe the nurse manager's role in perioperative settings. BACKGROUND: The nurse manager's role is complex and its content unclear. Research in this area is scarce. We need to better understand what this role is to support the nurse manager's work and decision-making with information systems. EVALUATION: An integrative literature review was conducted in May 2018. Databases CINAHL, Cochrane, PubMed and Web of Science were used together with a manual search. The review followed a framework especially designed for integrative reviews. Quality of the literature was analysed with an assessment tool. Nine studies published between 2001 and 2016 were included in the final review. KEY ISSUE: The findings from the review indicate that the nurse manager's role requires education and experience, and manifests in skills and tasks. A bachelor's degree with perioperative specialisation is the minimum educational requirement for a nurse manager. CONCLUSION: Research lacks a clear description of the nurse manager's role in perioperative settings. However, the role evolves by education. More education provides advanced skills and, thereby, more demanding tasks. Information technology could provide useful support for task management. IMPLICATIONS FOR NURSING MANAGEMENT: These findings can be used to better answer the current and future demands of the nurse manager's work.

Assessing Behavioral Styles Among Nurse Managers: Implications for Leading Effective Teams.

Nurse leaders must use behaviors that foster effective teams. The purpose of this study was to determine the behavioral style by 3,396 nurse leaders who attended leadership and communication continuing education courses. Sessions included identifying behavioral style preferences using the DiSC® Personal Profile Instrument. Of the four behavioral dimensions, Dominance, Influence, Steadiness, and Conscientiousness, 73% scored highest in Dominance and Conscientiousness. The remaining 27% scored highest in preferences for Influence and Steadiness. Nursing leaders may benefit from awareness of differences in behavioral style preferences to enhance communication and team effectiveness, as well as improve satisfaction among team members.

Nursing Informatics Competencies: Psychometric Validation, Dissemination, and Maintenance of Self-Assessment Tool for Nurse Leaders.

Due to rapid advances in technology, HIT competencies for nursing leaders require frequent attention and updating from experts in the field to ensure relevance to nursing leaders' work. This workshop will target nursing informatics researchers and leaders to: 1) learn methods and findings from a study validating a Self-Assessment Scale for Nursing Informatics Competencies for Nurse Leaders, 2) generate awareness of the Self-Assessment scale, 3) discuss strategies for maintenance of competencies overtime and 4) identify strategies to engage nursing leaders in this pursuit.

Effects of nursing position on transformational leadership practices.

OBJECTIVE: This study sought to identify significant differences in nursing leadership strengths by position title. BACKGROUND: Recent reports show aspects of transformational leadership (TL) related to position, age, and educational level. This study focuses on differentiating the strength of leadership practices across the range of nursing management positions. METHODS: The Leadership Practices Inventory-Self-assessment survey, and a variety of demographic questions, were used to anonymously poll voluntary members of the Association of California Nurse Leaders. RESULTS: Nursing positions of director level and above were strongest in leadership practices. Those at manager and below were identified as needing additional leadership development. LPI-S subscales Enable Others to Act and Model the Way were strongest. CONCLUSION: Those at the manager level and below will benefit most from additional education and training. Even upper levels of management would gain from enhancing the LPI practices of Challenge the Process and Inspire a Shared Vision.

Enhancing marketing recruitment strategies: administrator tenure and nursing expenditures.

When recruiting nurses, long-term care facilities require an ability to identify salient organizational characteristics that are attractive to potential nursing services candidates vis-à-vis their competitors. The findings of this study suggest that information on administrative tenure can be utilized to attract applicants by appealing to criteria within their high-involvement job search activities. High-involvement applicants proactively seek recruitment content that provides essential job attributes that match their needs and skills and are more apt to be a higher quality candidate. Based upon the study's findings, managers are offered marketing strategy recommendations for tailoring recruiting messages that appeal to high-involvement job seekers.

Identifying the best in nurse executive leadership: Part 2, Interview results.

Interview data from four groups of nurse executives further define transformational leadership. In Part 1 (June 1995 JONA), the group that received the highest staff mean scores were more balanced in their leadership style. The second group, which also received high scores in Part 1, were analytic and enjoyed moving in to "clean up" situations. In the groups receiving lower scores, one relied on common sense in dealing with issues and the other influenced others on a situational basis. The author provides further definition on the composition of excellent nursing leadership.

Nursing unit managers: defining a role.

Using Katz's classification scale, a panel of experts--nurse managers, nurse academics and professional and industrial nursing organization representatives--identified roles expected of first-line nursing managers in New South Wales hospitals. The 156 competencies defined by this group were classified into technical, human and conceptual skills. Classifications determine the manager's responsibilities, authority and performance accountability.

Job descriptions for differentiated nursing practice and differentiated pay.

Compensation of nurses in differentiated practice is based on distinctive job descriptions. The employer can then pay according to education, position, and actual performance level and seek to hire the staff mix that is most cost-effective for the institution. Both staff nursing and manager job descriptions are presented in this article. The authors discuss generic job descriptions that differentiate the practice of the staff nurse and the nurse unit manager according to the incumbent's educational level.