A Call-to-Action: Nurse Educator Support for Changes in Acute and Critical Care Nursing Preparation
Journal of Professional Nursing,
Год журнала:
2025,
Номер
57, С. A1 - A3
Опубликована: Фев. 6, 2025
Язык: Английский
Decent work perception among PICU nurses: current status and influencing factors
BMC Nursing,
Год журнала:
2025,
Номер
24(1)
Опубликована: Фев. 14, 2025
Decent
work
perception
significantly
influences
an
individual's
professional
decisions
and
choices.
This
survey
aimed
to
evaluate
the
current
status
influencing
factors
of
decent
among
pediatric
intensive
care
unit
(PICU)
nurses,
provide
insights
for
clinical
nurse
management
care.
The
PICU
nurses
in
a
university
hospital
at
Nanjing,
China
were
surveyed
during
May
1st
31st,
2024.
Nurse
Work
Perception
Scale
with
good
validity
reliability
was
used
level
nurses.
SPSS
23.0
software
package
data
analysis.
A
total
176
included.
score
included
51.46
±
8.22,
indicating
that
have
relatively
low
work.
Age(r
=
0.506),
title(r
0.464)
average
monthly
income(r
0.539)
positively
correlated
educational
level(r=-0.526)
been
personally
assaulted(r=-0.512)
negatively
(all
P
<
0.05).
Multiple
linear
regression
analysis
indicated
age,
level,
title,
income
assaulted
independently
p
is
low,
highlighting
need
prioritize
improvement
their
salary,
levels,
career
development
opportunities.
Besides,
hospitals
should
organizational
support
ensure
secure
working
environment.
Язык: Английский
Critical care nurses' perspectives on organizational betrayal by health systems during the COVID-19 pandemic
Nursing Management,
Год журнала:
2025,
Номер
unknown
Опубликована: Фев. 11, 2025
FigureThe
COVID-19
pandemic
hit
many
healthcare
systems
incredibly
hard.
Many
direct
care
nurses,
especially
those
working
in
critical
(CC)
and
EDs,
were
particularly
challenged
by
their
experiences.
Since
the
height
of
pandemic,
nursing
are
rebounding,
but,
like
recovering
from
virus
itself,
recovery
workforce
has
been
uneven.
Experiences
with
patients
impacted
but
difficult
experiences
involving
coworkers,
management,
leadership
may
be
even
slower
to
heal.1
Nurses
have
expressed
a
loss
trust
employers,
which
linked
organizational
betrayal
poor
communication.2,3
Organizational
describes
actions,
or
lack
an
organization
that
disregards
health
safety
its
employees,
violating
terms
relationship.2-4
Inadequate
actions
can
contribute
negative
feelings
about
work
and,
potentially,
impacts
on
mental
physical
well-being.2
require
active
support
organizations
fulfill
duties,
so
they're
vulnerable
betrayals
inadequate
provision
protective
equipment,
ineffective
hostile
diminishing
concerns
after
events.2
In
addition
supporting
leaders
need
provide
transparent
effective
communication.
Ineffective
communication
skills
transparency
diminish
trust,
is
vital
successful,
sustainable
relationships.3
Building
within
mutual
act,
taken
weaken
break
entire
organization.
Lack
give
rise
resentment,
as
employees
feel
despondent
skeptical.2,4-6
Research
finds
nurses
CC
ED
continued
express
toward
waned.4,7
What
exactly
causes
these
distrust
still
unknown.
The
purpose
this
study
was
explore
nurses'
perceptions,
answer
following
questions:
1)
For
RNs,
what
mistrust
betrayal?
2)
How
did
restore
"personal
self?"
Findings
will
guide
efforts
better
staff,
times
uncertainty.
THEORETICAL
FRAMEWORK
Reina
Trust
Betrayal
Model,
focuses
interpersonal
relationships
exhibited
emotions,
guided
study.
This
model
how
essential
aspect
relationship
between
individuals
organizations,
grown,
maintained,
damaged.
It
asserts
acquired
gradually
through
reciprocity
interactions
consists
three
dimensions:
Communication,
Character,
Capability.8
Communication
demonstrated
openness
regarding
reception
information,
including
feedback
mistakes.
Character
reflects
clear
expectations,
fulfilling
promises,
consistency.
Capability
signifies
confidence
another's
ability
perform
tasks,
interact
others,
learn
new
skills,
make
decisions.
These
lay
foundation
for
respect
behaviorally
focused
framework
assessing
where
built
broken,
practices
bolster
positive
environment.8,9
authors
selected
sensemaking
theory
recommendations
addressing
themes
would
emerge
Sensemaking
initial
step
larger
proposed
Ancona
create
more
changing
world.10
It's
dynamic
process
using
open-minded
inquiry,
setting
aside
entrenched
ideas
problems
solutions,
categorize
available
data.11
categorization
into
guides
future
enabling
translate
unidentified,
chaotic,
complex
coherent
phenomenon
understood,
explained,
worked
collaboratively
improve
environment.
METHODS
Design
uses
secondary
data
collected
during
2021-2022
two
nursing-focused
intervention
research
studies.
See
Box
1
brief
descriptions
studies,
inclusion/exclusion
criteria.
Prior
observation
comparison
analysis,
reviewed
approved
organization's
institutional
review
board.
All
participants
provided
informed
consent
before
participating
original
A
qualitative
descriptive
approach
used,
allowing
exploration
events
related
primary
topics.12
Sample
Data
included
responses
29
RNs
employed
Magnet®-designated,
acute
care,
academic
hospitals
located
Pennsylvania
Missouri.
Qualitative
analysis
used
templating,
flexible
thematic
use
both
priori
drawn
directly
organize
coding.14
template
developed
utilizing
Model
Researchers
independently
participants'
deidentified
referenced
studies
coded
content
themes.
modified
include
subsequent
codes
identified
analysis.
Codes
further
refined
inductive
Formal
discussion
emerging
themes,
facilitated
another
researcher
group,
followed
centered
coding
similarities
differences.
Discussion
until
consensus
saturation
reached.
RESULTS
demonstrate
perceive
ongoing
betrayal.
contributing
factors
feelings:
inconsistent
response
uncertainty
constraints,
financial
human
resource
challenges,
persistent
residue
perceived
(see
Table
1).
Direct
also
conveyed
enhanced
emotional
self-awareness
self-appreciation
reflected
distinct
theme:
professional
growth
gratitude
challenging
situation.
TABLE
1:
-
Themes,
illustrative
quotes,
connections
models,
Theme
Inconsistent
constraints
(Definition:
Nurses'
reciprocal
administrators/managers
resulted
administration
wasn't
worthy
anymore.)
Subtheme(s)
Quotes
Link
Potential
adaptative
responses/Sensemaking
interventions
Missteps
"Whether
it's
trusting
information
she's
bringing
back
us,
not
at
all.
I
know
that's
huge
dissatisfier
right
now
just
kind
there
[sic]
expecting
wanting
more..."
"These
management
over
again
continuously
fall
deaf
ears."
"But
there's
no
one
answer.
No
action.
So,
you
know...
like,
what's
next
then
hearing."
trust—Trust
Disclosure
Be
receptive
information.
Involve
others
(including
staff
themselves)
discussions
decisions
affect
micro-,
meso-,
macrosystem
employed.
Not
feeling
valued
"Very
little
done
things
prevent
similar
situations
occurring,
coworkers
resigning
every
day...
defeating."
"To
people
labeled
'essential
worker'
being
forced
show
up
shift
take
dying
than
overwhelming.
There
nights
my
had
put
5+
body
bags
fill
rooms
same
type
patients.
while
having
limited
resources,
minimal
worrying
myself
loved
ones
dying,
hatred
felt
towards
who
claimed
COVID
real
got
'work
home'
laughed
moving
computer
mouse
couple
hours
actually
working."
"The
overwhelming
sadness
loneliness
only
living
person
comfort
dying.
Standing
pillar
when
left
we
get
raise
money
other
facilities
paying
travelers
twice
our
wages."
Contractual
Listen
encourage
forthcoming
share
As
result,
respected,
valued,
heard.
Acknowledge
reward
contribution(s).
Abandonment
"I
don't
I'm
getting
need."
"There
several
hung
out
dry
support,
charge
nurse
nothing.
worst
part
last
few
years.
Nor
they
me
patient
help
safe.
They
watched
it
all
happen
nothing."
"As
preceptor
facilitator,
am
expected
do
certain
completed
time.
complete
tasks
because
job
expected.
However,
education
teams
here
nowhere
found."
Recognize
speak
louder
words.
visible,
available,
approachable.
Identify
revise
hazardous
processes
macrosystem.
2:
Challenges
resources
stressed
stability
organizations.
vacated
inpatient
rate
outpacing
replacements.)
Impact
preparing
clinical
environment
"My
facility
found
way
cut
orientation
time
limit
process.
seen
numerous
come
go
...
stable
place
work."
"I've
prepared
job,
workload
heavy,
much
such
resources.
expect
continue
want
remain
bedside
training/education,
enforced
nurse-to-patient
ratio
rules,
stressful
environment?"
preceptors
gone
team
educators
listed
topics
believe
improved
tools
properly
educate
with,
never
delivered."
innovative
onboarding
delivery
environments
constraints.
Create
structures
adaptable
work.
self-aware
realize
impact
your
own
behavior
creating
you're
leader.
Threats
values
responsibility
outcomes
understand
hospital
cannot
function
without
proper
income
reimbursements;
disheartening
constantly
watch
suffer
afford
necessary
items/positions."
"During
experience,
always
seems
guilt.
wish
something
else
could
knowledge
situation."
unable
enough
able
oral
frequently
turn
them
off
bottom
pressure
ulcers
enough,
giving
medicine,
drawing
labs,
blood,
calling
providers,
family,
day
deserved.
hard
accept
nurse.
excellent
safe
deserve."
Competence
Improvise
adapt.
Support
facing
moral
ethical
dilemmas.
Breaches
relational
integrity
"It
makes
sad.
We
team.
helped
each
other.
well-oiled
machine.
didn't
beg
someone
routine
tasks.
People
knew
jobs
them."
experience
affected
personally
professionally.
showed
people's
thereof
well-being."
entitlement,
laziness,
arrogant
stupidity
fear
healthcare.
thing
concerning
rampant
laziness
apathy
disassociation
management."
Engage
professional,
meaningful
way.
3:
Persistent
lingering
betrayal.)
Misgivings
doubt
forgiven
absence
some
friends
comments
scariest
moments
career."
have.
firmly
best
interests
mind,
look
ourselves
'it
fine'
asked
was.
if
ever
change."
"Now
agitated,
stressed,
truly
questioning
why
do.
complain
this?
say
unsafe
is?
raising
brick
wall."
Act
intent.
Communicate
present
versus
image,
targeting
effect
interpret
confront.
4:
Professional
situation
capacity
clinicians
partly
dependent
personal
coping
mechanisms/skills
awareness
(sense)
situation.)
Acknowledgment
"Looking
grown.
become
confident
patients,
physicians
collaboration
prior
together.
see
pandemic.
grateful
time."
back,
grew
physically,
emotionally,
spiritually.
taught
great
deal,
professionally."
"This
definitely
changed
me.
very
proud
sure
dark
spot
nursing,
reaffirmed
others."
N/A
validate
words
indirect
staff.
Demonstrate
concern.
Optimism,
acceptance,
hope
"Thinking
experiences,
reminded
sadness,
well
encouragement
others.
encouraging
kept
going
fact
together."
"COVID
days
most
witness
defeat
coworkers'
eyes.
offer
everyone,
hopes
making
bit
better."
"A
wise
old
once
told
me,
'You
born
heartbeats,
time.'
tend
crutch
question
why.
trying
rationalize
things,
sometimes
everything
perfectly
inevitable
happens.
overly
myself,
permission
think
failed."
Reestablish
chaotic
revised,
orderly
frameworks
Personal
chip
away
unpleasant
memories
let
heat
soften
edges
memories.
somewhat
selective
memory.
chose
store
positives...
After
all,
storage
prefer
keep
neutral,
positive,
funny
journal
helps
shave
preserve
matter
now."
clean,
wipe,
fluff,
puff,
his
needs
met.
talk
him
letting
sun
shining,
open
shades
allow
sunlight
room.
tell
'No
tanning
though
he's
naked
under
sheets'
—
hoping
understands
joking
around.
Respiratory,
RN,
PCA
room
giggling.
Just
everyone
less
tense
ease."
telling
work,
book.
wrote
lot
anger
book."
Offer
means,
methods,
opportunities
self-reflection
self-restoration.
diminished
leadership.
experienced
leaders'
inconsistency
evolving
transparency.
One
stated:
stupid
things.
failed
plan.
gather
PPE
stocked
units
long
remember.
shelves
full
masks,
paper,
N95
sizes.
An
shelf
hand
sanitizer,
bouffant
caps,
face
shields.
came
despondent.
looked
raided
storeroom.
Nothing
left.
Nothing.
Administration
denied
pulled
supplies."
contributions
sacrifices;
ultimately,
broken
led
actual
abandonment
based
behaviors.
spoke
"staff
overworked,
underpaid,
underappreciated,
beyond
exhausted.
supported
departments
upper
Poor
simultaneously
compounded
among
neglected
deserted
consistently
visible
welfare
themselves
risk.
"She
[patient]
screaming
level
noise
unit
hear
it.
Including
intervene.
correct
attempt
fix
Failing
breached
implicit
explicit
promises
key
behaviors
associated
Character.
cared
experiencing
shortages
material
which,
turn,
excessive
workloads
stress.
Participants
reported
waves
exited
bedside,
resulting
specialty
vacancies
often
expensive
replace.
shortage
negatively
preparation
novice
sample
anger,
frustration,
training
Capability,
Communication.
acknowledged
newer
themselves,
providing
substandard
accountable
nurse-sensitive
regret
as:
deserved,
threats
core
quality
failure
promise.
Even
waned,
persisted.
frustration
behavior,
inability
render
foster
employee
well-being.
how:
"anger...is
short-fused
handled
things."
haven't
fully
diminished.
common
consequence
pattern
beginning
second-guess
judgment.
Some
questioned
career
choice
overall
meaning
profession.
Additional
breaches
caregivers
(colleagues
peers)
contributed
described
concern
"What
happened
simply
orders?
Who
thinking?
concerned."
saw
hadn't
ended
stretched
future.
emphasized
navigating
system
faced.
self,
exhibiting
possible.
talked
how,
despite
challenges:
"Because
COVID,
My
forward
garner
deserve
community,
administration,
colleagues."
Despite
acknowledgment
self
peers
family.
seeing
challenges
ahead,
optimism
healthy
strategies
manage
self-acceptance,
faith,
closure,
gallows
humor,
attention,
reduce
discomfort
experiencing.
summed
perspective
"Going
forward,
plan
focus
independent
event
night
conglomerate;
easier
large
number
events.
hopeful
year."
DISCUSSION
examined
spoken
written
narratives
researchers
contributors'
General
findings
uncertainty,
fear,
isolation,
shared
decision-making
mistrust.
These,
along
crisis,
impacted,
impact,
Importantly,
weren't
passive
recipients
actively
engaged
variety
activities
survive
profession's
current
state.
Our
corroborate
demonstrating
workers
due
pandemic.15
example,
2022
report
45%
act
good
faith
whereas
23%
behave
manner
employees.16
American
Association's
state
amid
revealed
deep
resilience
fundamentally
responsible
extent
harm.17
expand
results
nuanced
leading
connect
specific
practices.
study,
dimensions
compromised.
minimal,
lacking
unclear,
contradictory,
address
experienced.
Consequently,
couldn't
leaders.
eroded
absent.
abandoned,
either
remotely
secure
office
space.
Perceived
inequities
risk
allocation
fueled
unclear
boundaries
agreements.
deteriorated
handle
acuity
assigned
willing
capable
concerns.
exacerbated
attitudes,
convey
"time
move
on."3
Decisions
made
hires,
safety,
cornerstone
Code
Ethics.18
Although
since
ended,
emotions
linger
upon
challenging,
traumatic
allows
arrangement
concrete
policy
change.11
Leaders
unfamiliar
unknown,
understanding,
test
evaluate
policies,
developing
understanding.10
indicates
perceptions
highly
must
trust.
First,
study's
indicate
and/or
rebuilt
bidirectional,
synergistic
process,
building
requires
parties
together
engage
healing
occurred
cocreate
addresses
individual
systematic
trust.8
component
rebuilding
understanding
embarking
path
healing.
regard,
acknowledge
ways
necessary,
contribution.6
Open
decision-making,
valuing
well-being,
features
character.19
aftermath
apparent
observe
well-being.20
By
demonstrates
desire
improve,
build
Focusing
offers
promising
road
map
strategies.9,21Table
approach.
aspects
Reina's
model,
experience.
disclosure,
honesty,
proactive
planning,
shared,
constructive
feedback.
communicate
clear,
concise,
straightforward
manner,
identify
appropriate
avenues
communication,
impart
vision
cultivate
maintain
trust.19
Similarly,
consistency
policy,
direction
align
vision.
consistent
times,
realistic
clarify
boundaries,
everyone's
challenges.8
Finally,
sustained
attention
practice,
sufficient
mechanisms
needed
safely
enact
roles,
acknowledging
capabilities
self-knowledge
discern
well.
can't
roles
(for
patients)
won't
capability
possible
broad,
lead
changes
particular
setting.
LIMITATIONS,
STRENGTHS,
AND
IMPLICATIONS
important
implications
limitations.
Themes
generalizable
contain
biases,
memory
recall
bias.
second
limitation
data,
questions
Researchers'
ask
follow-up
probes
narrative
means
depth
interview,
quite
expressive
nonetheless.
third
involves
attribution
causation
perspective.
adds
aides
concepts,
thereby
facilitating
causative
identified.
Further
strengths
consider.
identification
implemented
utilized
survival,
cases
growth,
clinically
environments.
finding
suggests
already
resilient
possess
amplified.
Understanding
provides
facilitate
implementation
additional
aren't
promote
well-being
integrity.
Identification
positively
presently
contemplating
leaving
Identifying
adopted
restoring
preserving
crisis
situations.
Recommendations
Based
findings,
should
regain
simultaneous
application
theory,
known
reinstill
team(s).
Exploration
authentic,
collaborative
day-to-day
operations.
RESTORE
TRUST
WELL-BEING
result
communicated
sense
gratitude.
Leadership
augment
investing
systemic
solutions
amplify
dismantle
patterns
degrade
era
reliant
accordingly.
seek
required
rebuild
potential
team(s);
however,
unique
Through
devise
meaningful,
informative,
interpersonal.
Inclusion
decision-makers
facilitates
involvement,
promotes
consensus,
acknowledges
expertise.
familiar
teams,
appreciate
teams'
uniqueness,
adversity
appropriately.
Study
"Impact
Narrative
Expressive
Writing
(NEW)
Improving
Resilience
Working
Critical
Care
Emergency
Departments"
sought
compare
writing
control
condition
improving
resilience.
prompts
Inclusion/exclusion:
nonagency
least
20
per
week
hospitals.
series
asking
faced
Schwartz
Rounds
Emotional
Well-being
Nurses"
studied
Rounds,
dialogue
sessions
experiences.13
offered
monthly
multidisciplinary
forum
discuss
social,
issues
arising
care.
Attendees
participated
peer-represented
panel
expressing
perspectives.
attended
offering.
30-minute,
semistructured
interviews
conducted
Язык: Английский
Moral injury and mental health outcomes in nurses: A systematic review
Nursing Ethics,
Год журнала:
2024,
Номер
unknown
Опубликована: Сен. 25, 2024
Introduction:
Moral
injury
involves
the
adverse
psychological,
biological,
spiritual,
behavioural,
and
social
consequences
of
actions
that
violate
moral
values.
It
can
lead
to
anxiety,
depression,
burnout,
post-traumatic
stress
disorder.
Nurses,
who
often
face
ethical
dilemmas,
are
particularly
vulnerable.
Despite
its
significance,
relationship
between
mental
health
outcomes
in
nurses
remains
underexplored.
Aim:
This
systematic
review
aimed
describe
associations
among
injury,
quality
life
nurses.
Methods:
The
was
registered
PROSPERO
(CRD42023438731)
conducted
following
PRISMA
guidelines.
A
literature
search
performed
December
2023
across
PubMed,
CINAHL,
Scopus,
Web
Science.
Peer-reviewed
primary
research
involving
nurses,
published
English
or
Italian,
without
time
restrictions,
considered
eligible.
risk
bias
evidence
were
assessed
using
Joanna
Briggs
Institute
checklist
GRADE
approach.
Results:
Out
4730
articles
identified,
eight
met
inclusion
criteria.
analysis
revealed
significant
positive
along
with
a
negative
association
life.
Conclusion:
These
findings
highlight
need
for
healthcare
systems
implement
strategies
mitigate
Future
should
prioritize
longitudinal
studies
explore
causal
relationships
develop
targeted
interventions.
Additionally,
standardizing
concept
measurements
is
crucial
enhancing
comparability
understanding
this
phenomenon.
Язык: Английский
Enhancing Nursing Practice Through Peer Support: Strategies for Engagement in the Nursing Workforce
Journal of Radiology Nursing,
Год журнала:
2024,
Номер
unknown
Опубликована: Окт. 1, 2024
Язык: Английский
Moral Relevance of God
Опубликована: Янв. 1, 2024
Язык: Английский
Lessons Learned From the Deployment of Registered Nurses to Surged Intensive Care Units During the COVID‐19 Pandemic: A Qualitative Study
Journal of Advanced Nursing,
Год журнала:
2024,
Номер
unknown
Опубликована: Дек. 6, 2024
ABSTRACT
Aim
To
explore
the
perspectives
of
nurse
educators,
clinical
educators
and
specialists
with
regard
to
supporting
deployed
registered
nurses
in
Australian
intensive
care
units
during
COVID‐19
pandemic
surge.
Design
A
qualitative‐descriptive
study
design
was
used.
Methods
Intensive
who
had
been
involved
preparation
support
for
deployment
surge
were
purposively
recruited
from
around
Australia.
Data
collected
through
18
semi‐structured
interviews
examined
using
thematic
framework
analysis
NVivo
software.
Results
Participants
described
a
number
challenges
related
including
varied
skill
sets
inadequate
staff,
lack
clear
scope
practice
their
general
reluctance
deploy
units.
Mixed
communication
hospital
managers
about
mandatory
or
voluntary
nature
deployments
plans
return
usual
place
work
also
considered
problematic.
Conversely,
factors
that
supported
effective
included
consistently
deploying
same
guides,
task
cards
colour
coding
identify
experience
nurses.
The
burden
pandemic,
variable
waves
surge,
infection
control
complexities
fear
caring
patients
COVID‐19,
influenced
participants'
experiences
perspectives.
Additionally,
there
significant
personal
toll
participants
because
increased
load
supervising
staff
concerns
accountability
nursing
care,
patient
safety.
Conclusion
numbers
is
necessary
events.
Having
clarity
what
role
those
perform
within
essential
order
training
strategies
prepare
them
adequately
so
as
not
undue
on
an
already
strained
workforce.
Implications
Profession
COVID
ICU
immense.
This
further
compounded
by
strain
surged
Impact
research
outlines
lessons
learned
into
setting.
Supporting
places
team;
this
heavier
when
uncertainty
These
findings
contribute
body
evidence
will
assist
planning
more
future
Reporting
Method
complied
COREQ
criteria
qualitative
research.
Patient
Public
Contribution
There
no
public
contribution.
Язык: Английский
The efficacy of employee assistance programs on nurses’ perceived job satisfaction: An integrative review
Kristy Babin,
Erica Harder,
Ali Rezayee
и другие.
Journal of Workplace Behavioral Health,
Год журнала:
2024,
Номер
unknown, С. 1 - 21
Опубликована: Дек. 19, 2024
This
integrative
review
examined
the
efficacy
of
workplace
support
programs
on
nurses'
job
satisfaction.
A
comprehensive
analysis
33
studies
revealed
a
positive
correlation
between
and
satisfaction,
quality
care,
psychological
well-being.
Various
research
designs
were
employed,
focusing
descriptive
cross-sectional
approaches.
Notably,
discrepancies
in
methodology,
statistical
tests,
data
methods
observed
across
studies,
highlighting
need
for
standardization
transparency
reporting.
emphasized
critical
role
establishing
systems
to
enhance
resilience
during
stressful
situations.
The
lack
longitudinal
was
identified
as
limitation,
impacting
generalizability
causality
inference
findings.
Recommendations
future
included
methodological
through
consistent
use
like
strengthen
evidence
facilitate
meta-analyses.
Addressing
limitations
current
literature
improvements
being
essential
rigor
impact
reviews
their
effects
Язык: Английский