This study was conducted to determine whether the addition of high-fidelity patient simulation to new nurse orientation enhanced critical thinking and clinical decision-making skills. A ...pretest-posttest design was used to assess critical thinking and clinical decision-making skills in two groups of graduate nurses. Compared with the control group, the high-fidelity patient simulation group did not show significant improvement in mean critical thinking or clinical decision-making scores. When mean scores were analyzed, both groups showed an increase in critical thinking scores from pretest to posttest, with the high-fidelity patient simulation group showing greater gains in overall scores. However, neither group showed a statistically significant increase in mean test scores. The effect of high-fidelity patient simulation on critical thinking and clinical decision-making skills remains unclear.
: In 2017, Navy Nurse Corps executives launched a new nursing professional practice model that promotes operational readiness, professional development, and transformational leadership. This ...directive prompted nursing leadership at Naval Hospital Jacksonville (NH JAX) to conduct a needs assessment survey to determine what kind of educational initiative nursing staff members would most welcome in support of the goals of the new practice model. Survey respondents favored case studies presented in a nursing grand rounds format. Our change implementation team designed and executed the grand rounds program, offering lunchtime presentations every other month. Topics included a wide range of "high-risk/low-volume" procedures-those infrequently performed at participants' clinical sites. Ten months after the initiation of grand rounds, surveys were distributed to NH JAX participants to assess their perceptions of the value of the sessions in terms of professional development, interdisciplinary teamwork, and strengthened institutional partnerships.Of the 161 nursing grand rounds participants, 41 (25%) responded to the postimplementation survey. Responses indicated that participants valued nursing grand rounds in enhancing clinical knowledge (83% agreed), discussing research and evidence-based practices (71% agreed), supporting professional development (88% agreed), improving interdisciplinary teamwork (83% agreed), and solidifying interorganizational partnerships (73% agreed). This article presents the implementation of the NH JAX grand rounds program and demonstrates how nursing grand rounds can serve as an excellent forum in which to develop knowledge, showcase research and evidence-based practices, support professional growth, improve collaboration, and strengthen partnerships.
Hazardous drug exposure is an occupational health hazard to oncology nurses. Sparse data are available regarding the frequency and characteristics of hazardous drug spills.
This article aims to ...describe nurses' hazardous drug exposures and use of personal protective equipment during drug spills.
The Drug Exposure Feedback and Education for Nurses' Safety study launched in March 2015. When drug spills occurred, consented RNs administering chemotherapy in ambulatory infusion settings completed brief questionnaires. Descriptive statistics were used to summarize equipment use and spill events.
Spills were common, despite the use of closed-system transfer devices. Over two years, 51 nurses from 12 participating academic infusion centers reported 61 unique spills. Spills commonly involved highly toxic drugs. Personal protective equipment use during drug spills was suboptimal. These foundational data reveal gaps in clinical practice.
As the population ages, the number of patients with dementia in acute care environments is projected to increase rapidly. However, many acute care nurses have undertaken little or no dementia ...training, potentially leading to reduced quality of care for these patients. This article details the development and delivery of a tailored education program to improve thhequality of care of patients with dementia in a large, urban hospital in Australia. Designed specifically for the existing context, environment, and knowledge levels,--the program was developed from multiple inputs including expert opinion, literature on workplace and demenitia care training, and feedback from participants. The program was delivered to acute care nurses and allied health staff within an outcome-based, microteaching model. The development and delivery tecbuniques used in this program also are discussed.
Genomic discoveries in the era of precision medicine hold the promise for tailoring healthcare, symptom management, and research efforts including targeting rare and common diseases through the ...identification and implementation of genomic–based risk assessment, treatment, and management. However, the translation of these discoveries into tangible benefits for the health of individuals, families, and the public is evolving.
In this article, members of the Genetics Expert Panel identify opportunities for action to increase advanced practice nursing and research contributions toward improving genomic health for all individuals and populations.
Identified opportunities are within the areas of: bolstering genomic focused advanced practice registered nurse practice, research and education efforts; deriving new knowledge about disease biology, risk assessment, treatment efficacy, drug safety and self-management; improving resources and systems that combine genomic information with other healthcare data; and advocating for patient and family benefits and equitable access to genomic healthcare resources.
The critical shortage of nurses experienced throughout the western world has prompted researchers to examine one major component of this complex problem – the impact of nurses’ professional identity ...and job satisfaction on retention.
A descriptive correlational design with a longitudinal element was used to examine a causal model of nurses’ self-concept, job satisfaction, and retention plans in 2002.
A random sample of 2000 registered nurses was selected from the state registering authority listing. A postal survey assessing multiple dimensions of nurses’ self-concept (measured by the nurse self-concept questionnaire), job satisfaction (measured by the index of work satisfaction) was undertaken at Time 1 (
n
=
528) and 8 months later at Time 2 (
n
=
332) (including retention plans (measured by the Nurse Retention Index). Using confirmatory factor analysis, correlation matrices and path analysis, measurement and structural models were examined on matching pairs of data from T1 and T2 (total sample
N
=
332).
Nurses’ self-concept was found to have a stronger association with nurses’ retention plans (
B
=
.45) than job satisfaction (
B
=
.28). Aspects of pay and task were not significantly related to retention plans, however, professional status (
r
=
.51), and to a lesser extent, organizational policies (
r
=
.27) were significant factors. Nurses’ general self-concept was strongly related (
r
=
.57) to retention plans.
Strategies or interventions requiring implementation and evaluation include: counseling to improve nurse general self-concept, education programs and competencies in health communication between health professionals, reporting of nurse-initiated programs with substantial patient benefit, nurse-friendly organizational policies, common health team learning opportunities, and autonomous practice models.
Coaching Kowalski, Karren
The Journal of continuing education in nursing,
2020-Jan-01, Letnik:
51, Številka:
1
Journal Article
Recenzirano
An effective tool for the growth and learning of health care employees is coaching. This process can use either an external or an internal coach. The coaching process is usually formalized and ...consists of four phases. Some suggest that leaders should spend 40% of their time coaching their staff. J Contin Educ Nurs. 2020;51(1):12-14..
Among nurses, skill retention after an electrocardiography blended-learning course is unknown.
To compare 3- and 8-week electrocardiography test scores, compare scores by nurse and work ...characteristics and self-assessed electrocardiographic competence, and compare 1-year work retention with 3- and 8-week scores and change in scores from week 3 to week 8.
Data were collected on demographics, comfort with electrocardiography expectations, electrocardiography competence levels, and 1-year work retention. Correlational and comparative statistics were used in analyses.
Of 69 nurses, 58% were somewhat comfortable with interventions for abnormal rhythms. Test scores were higher at 3 weeks than at 8 weeks: mean difference, 26%; P < .001. Scores at 8 weeks reflected intermediate skill retention and were not associated with nurse characteristics, electrocardiography background, comfort with rhythms and measurements, or 1-year work retention. Nurses with greater comfort for intervening when rhythm abnormalities occurred had higher median 8-week scores (P = .01) than did nurses with less comfort, and perceptions of electrocardiographic competence were associated with 8-week scores (r = 0.28; P = .02). Reduction in scores at 8 weeks was less severe in nurses with greater comfort at 3 weeks in measuring electrocardiographic intervals (P = .008) and applying therapeutic interventions (P = .009).
Skill retention and competence in electrocardiographic interpretation were intermediate and correlated with baseline self-assessment. Electrocardiographic interpretation, measurement, and interventions should be reinforced at the bedside.
Nursing services are expected to be dynamic in response to changing health care needs. This expectation requires the purposeful and effective development of nursing workforce capability through ...continuing professional development (CPD). An evidence based approach to training needs analysis (TNA) is a highly recommended yet often missing first step in designing a CPD strategy for service improvement. This study used the Hicks-Hennessey questionnaire, a validated TNA tool to inform regional educational commissioning to meet the aims of a community social sector trial (SST) project. The SST objectives were to improve access to appropriate primary care through reducing Ambulatory Sensitive Hospitalisations and Emergency Department attendances among people aged 0–74 years. Using a descriptive research approach with the Hicks-Hennessey questionnaire, ten priority training needs were identified by regional primary health care nurses to inform the design of a purposeful educational response and hence support an enhanced model of care.
•Continuing professional development (CPD) remains critical for a responsive quality nursing service.•A training needs analysis is a recommended yet often missing first step in designing a CPD strategy.•Using a globally validated tool supports an evidenced based approach to nursing education practice.
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