Nurses' ethical conflicts in performance of utilization reviews

This article describes the ethical conflicts that a sample of US nurse utilization reviewers faced in their work, and also each nurse's self-reported ethical orientation that was used to resolve the dilemmas. Data were collected from a sample of 97 registered nurses who were working at least 20 hours per week as utilization reviewers. Respondents were recruited from three managed care organizations that conduct utilization reviews in a large midwestern city. A cross-sectional survey design was used to collect demographic data and to ask closed-response, short-answer and open-ended questions. Ethical conflicts reported by nurses were similar across utilization review settings and many were justice orientated. Self-reported ethical orientations were similar across organizations, with beneficence dominating. Implications of these findings are discussed.     

Critical care nurses' participation in ethical decision making

Critical care staff nurses' participation in ethical decision making was studied in relation to the perceptions of environmental social support of 45 female staff nurses. Data obtained measured perceived environmental social support from six organizational subgroups and individual participation in ethical decision making. Validity and reliability testing was done on the instrument. When involved in an ethical situation, critical care nurses perceived low levels of environmental social support from hospital administrators, nursing administrators, and physicians. Co-workers were consistently perceived as most supportive across all aspects of social support. The majority of the nurses surveyed (74%) reported that ethical decisions were made by physicians or with reference to hospital policy, and that there were limited roles for individual, family, or nurse participation in such decision making. It was concluded that critical care nurses perceive a lack of free agency necessary to engage in ethical decision making in hospital environments or to act in an advocacy role in such situations.     

Development of nurses with specialties: the nurse administrators’ perspective

Aim This study clarified how Japanese nurse administrators consider the current status and future prospects of development and utilization of nurses with specialties. Background The demand for specialized nurses is not satisfied throughout the country. Methods Nine nurse administrators participated in three focus‐group discussions. Data were analyzed using qualitative content analysis technique. Results On development of specialized nurses, four categories were abstracted: offering opportunities for career development; establishing an environment of life‐term continuous learning; providing well‐balanced support for the needs of organizations and individual nurses; and support for career development as a specialist. Conclusions To develop specialized nurses effectively it is important to focus more attention on qualitative aspects of nurses’ professional experience in in‐service education and to support appropriate personnel for strategic human resource development. Implications for Nursing Management Facilitating frequent contacts between specialized and general nurses should be highly valued as making an environment where nurses can face career goals daily leads to steady preservation of human resources. It is necessary for nurse administrators to keep human resources quantitatively and to clarify the developmental process after nurses obtain special roles to plan for continuous education.     

Expected roles and utilization of specialist nurses in Japan: the nurse administrators’ perspective

onishi m. & kanda k. (2010) Journal of Nursing Management 18, 311–318
Expected roles and utilization of specialist nurses in Japan: the nurse administrators’ perspective Aim This study explored (1) expected roles for specialist nurses in Japan and (2) nurse administrators’ experience-based management strategies for effective implementation of these roles. Background In Japan, specialist nurses have begun to be recognized as valuable human resources. However, managerial issues in utilizing specialist nurses, including unclear roles and lack of reports on effective management strategies, remain. Method Three focus-group discussions were conducted. Nine nurse administrators participated. Data were analysed using qualitative content analysis techniques. Results The expected roles for specialist nurses were: (1) facilitating general nurses’ learning; (2) monitoring and improving the patient care standard; and (3) developing new roles for nursing. Two management strategies were: (1) enhancing specialist nurses’ influence, and (2) enhancing specialist nurses’ motivation. Conclusions Specialist nurses are important human resources able to assume responsibility for process improvement in nursing care. Effective ways to enhance specialist nurses’ influence and motivation include developing their management and communication skills, and coordinating their workload and relationships with other health care professionals. Implications for Nursing Management Process improvement indicators may be useful for evaluating specialist nurses’ work. Nurse administrators can contribute to effective implementation of specialist nurses’ roles not only by clarifying their roles but also by empowering them to keep up with changing organizational needs.     

Ethics meetings in support of good nursing care: some practice-based thoughts

The purpose of this article is to clarify both the role of nurses in ethics meetings and the way in which ethics meetings can function as a catalyst for good nursing care. The thoughts presented are practice based; they arose from our practical experiences as nurses and ethicists with ethics meetings in health care organizations in Belgium. Our reflections are written from the perspective of the nurse in the field who is participating in (inter)professional ethical dialogue. First, the difficulties that nurses experience while participating in ethics meetings are described. Then the possibilities for support of nurses in their ethical responsibility are explored.     

Ethical conflicts with hospitals: the perspective of nurses and physicians

Nurses and physicians may experience ethical conflict when there is a difference between their own values, their professional values or the values of their organization. The distribution of limited health care resources can be a major source of ethical conflict. Relatively few studies have examined nurses' and physicians' ethical conflict with organizations. This study examined the research question 'What are the organizational ethical conflicts that hospital nurses and physicians experience in their practice?' We interviewed 34 registered nurses, 10 nurse managers, and 31 physicians as part of a larger study, and asked them to describe their ethical conflicts with organizations. Through content analysis, we identified themes of nurses' and physicians' ethical conflict with organizations and compared the themes for nurses with those for physicians.     

Knowledge, perceptions, and attitudes of advanced practice nursing students regarding medical genetics

PURPOSE: To describe the current medical genetic knowledge and perceptions of graduate advanced practice nursing (advanced practice nurse [APN]/nurse practitioner and nurse anesthetist) students using survey data for future integration of genetic topics, principles, and healthcare issues into curriculum. DATA SOURCES: Survey data of APNs' perceived knowledge of genetics and a review of the literature from past research studies of students and current articles from professional journals and organizations. Web sites were those of the National Coalition of Health Professions for Education in Genetics and National Institutes of Health, Human Genome Research Institute; professional organizations; and the authors' professional, clinical, and educational experiences. CONCLUSIONS: Most APN students perceived they had minimum knowledge and prior training regarding medical genetics. There is a need to integrate genetic concepts, principles, and medical conditions into advanced practice nursing curriculum and to provide clinical experiences in genetic conditions across the life span and throughout the health and illness spectrum. APN students have positive attitudes toward integrating genetics into graduate curricula. Potential methods for program integration include readings, small group discussion, standardized patients, and role-play as measures to increase information. IMPLICATIONS FOR PRACTICE: The National Coalition for Health Profession Education in Genetics, the American Nursing Association, and the American College of Nursing Education have recommended integration of genetics knowledge and skills into routine health care to provide effective interventions for individuals and families. However, previous research and data from this study have revealed that many nurses have minimal training in genetics. Advanced practice nurses must be knowledgeable on genetic principles, topics, and the ethical, legal, and social implications related to medical genetics to increase the ability to diagnose, prevent, and treat diseases and to provide effective care for individuals and families.     

When the family asks, 'what happened?'

Because of the high level of acuity of hospitalized patients, untoward events can and do occur. Very often, nurses develop a caring relationship with the families of these patients. As a result, the family may approach the nurse about this negative turn of events. The questions that the family raises may create an ethical dilemma for the nurse. The nurse may wonder how to respond, feel powerless and "caught in the middle," and experience moral distress because of constraints in the health care system. This article discusses the ethical perspective of caring and the "nurse in the middle" phenomenon. Several strategies to help nurses manage this issue include consulting with a mentor, consulting with the institutional ethics committee, and promoting an ethical climate within the health care setting.     

Perceptions of Nurses' Uniforms

Patients (N=100), nurses (N=30), and administrators (N=15) in a regional medical center were surveyed about the professional image inherent in different styles of nurses' uniform. The Nurse Image Scale (NIS) was used as the data-gathering tool with pictures of the same nurse in a variety of uniforms. Results showed that patients rated some uniforms significantly differently for professional image than did nurses and administrators. There was general agreement among all respondents on the nurse they would most like to have care for them (dress with stethoscope) and the nurse they would least like to have care for them (white pants with colored top).     

A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors

The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 usable questionnaires were returned. The findings of the article suggest that hospitals can increase organizational citizenship behaviors by influencing an organization's ethical climate, job satisfaction, and organizational commitment. Hospital administrators can foster within organizations, the climate types of caring, law and code and rules climate, satisfaction with coworkers, and affective commitment and normative commitment that increase organizational citizenship behavior, while preventing organizations from developing the type of instrumental climate and continuance commitment that decreases it.     

Caring for dying infants: experiences of neonatal intensive care nurses in Hong Kong

Ten registered nurses working in a neonatal intensive care unit in Hong Kong were interviewed to explore their experiences of caring for infants whose disease is not responsive to curative treatment, their perceptions of palliative care, and factors influencing their care. Eight categories emerged from the content analysis of the interviews: disbelieving; feeling ambivalent and helpless; protecting emotional self; providing optimal physical care to the infant; providing emotional support to the family; expressing empathy; lack of knowledge and counselling skills; and conflicting values in care. The subtle cultural upbringing and socialization in nurse training and workplace environment also contributed to their moral distress. Hospital and nurse administrators should consider different ways of facilitating palliative care in their acute care settings. For example, by culture-specific death education, peer support groups, bereavement teams, modification of departmental policies, and a supportive work environment. Future research could include the identification of family needs and coping as well as ethical decision-making among nurses.     

The impact of organizational climate on nurse satisfaction. Management implications

The stresses and demands on nurses currently in practice and those who manage nursing environments are far greater than they were just a few years ago and will only escalate in the future. The purpose of this study was to examine the relationship of organizational climate dimensions on registered nurse job satisfaction. The sample consisted of 232 pediatric registered nurses who worked in all pediatric specialties. There was a statistically significant relationship between five climate dimensions and job satisfaction (p < .01-.001). Emphasis is placed on implications for nurse administrators and managers who can greatly impact the climate of the nursing unit and department. It is essential for nurse administrators and managers to plan and implement approaches that will meet the unique needs of their staff and institution in these particularly challenging times.     

Theory Z as a framework for the application of a professional practice model in increasing nursing staff retention on oncology units

Recruitment and retention of nurses is the most significant issue facing nursing administrators, educators, researchers and clinicians in the ongoing nursing shortage in the United States today. It has been cited in the literature that American nurses feel that job satisfaction is a major issue in retaining qualified nurses in hospitals. Satisfaction occurs when nurse expectations are matched with the hospital's vision and values. It is for this purpose that the authors have chosen theory Z as a hospital management model to coincide with the institution of the Marker Professional Practice Model to increase job satisfaction (autonomy) in hospital-based nurses. There are four 'hidden' challenges in health care today. They are: (a) fundamental changes occurring within the profession and practice of nursing; (b) the expanded role of women in management; (c) ethical dilemmas related to advances in medical technologies; and (d) the difficulty for health care managers in the United States to make changes related to the above three challenges. The authors feel that it is inherent to the nursing profession to combine existing theories and models to enhance the retention of nurses to the profession.     

The relationship among organizational climate variables and nurse stability in critical care units

This study examined the relationship among determinants of organizational climate, identified from the literature as communication, staff utilization, interdisciplinary politics, reward and support services, and nurse stability in critical care units. The purposes of the study were (1) to describe the organizational climate reported by staff registered nurses working in eight critical care units located in the same tertiary care center, (2) to measure nurse stability in the study units, (3) to determine interunit differences in organizational climate and nurse stability, and (4) to examine relationships among organizational climate phenomena and nurse stability. The sample was composed of 192 critical care staff nurses. Results indicated significant interunit differences among organizational climate determinants and nurse stability. Relationships among communication, interdisciplinary politics, and nurse stability were also demonstrated.     

Resource allocation decisions in critical care nursing

One of the major challenges for critical care nurses is to distribute their professional services in a manner that is consistent with the moral imperatives of nursing. The central values of respect for individual patients, patient-centered beneficence, full beneficence, and justice must be woven together into an ethical framework that assists nurses in allocating their skills. Professional organizations, such as the AACN, are actively trying to order this ethical disorder by proposing guidelines that, on the one hand, acknowledge societal interests in cost-effective utilization of health care resources, and on the other hand, safeguard the interests and well-being of individual patients. In addition to the guidance from professional organizations, health care institutions should address the inequities in health care by developing policies that guide the health care team through an ethical decision-making process. Nurses, as members of the multidisciplinary health care team and as members of an essential and scarce resource, should participate in formulating these directives. Not only is bedside and institutional involvement important, but participation at the local, state, and national levels will empower nurses to influence decisions of resource allocation at the micro and macro levels.     

An ethical framework for nursing service administration

Nurses as administrators are responsible for creating an ethical work environment in which nurses' human welfare is promoted. Bureaucratic organizations can dehumanize people, wherein human welfare suffers in the midst of institutional constraints. Amid these conditions nurses' ethical competence cannot develop nor can nurses maintain a sense of personal integrity. Applying concepts from nursing and general ethics to administrative practice provides a basis for developing an ethical framework for management. The proposed framework involves ethical awareness, principled reasoning, moral commitment to the profession and to one another, and primary consideration for human welfare with strategies to promote it. Use of these components when making decisions in daily practice and on a policy level enhances the well-being of nurses working in organizations.     

Critical care nurses, ethical decision-making and stress

Considerable attention has focused on describing ethical issues that critical care nurses face in their practice; however, less attention has been directed at describing the process of ethical decision-making. Systematic research linking aspects of ethical-decision making and stress is lacking. This cross-sectional study examines the relationship between selected aspects of ethical decision-making, stress and selected nurse characteristics. Sixty-one critical care nurses completed the Nurse's Ethical Decision Making—ICU Questionnaire and the Health Professions Stress Inventory. Findings revealed that nurses who selected the patient advocacy model had significantly higher nurse autonomy scores, that perceived anxiety had a negative association with nurse autonomy, and that workplace restrictions and stress were related.     

Ethical issues and new nurses: preventing ethical distress in the work environment

As new nurses move from the familiar educational milieu into a work situation they encounter barriers to caring for patients and their families. The characteristics of the contemporary work environment, paired with the competencies of the new graduates, have the potential to threaten the ability of these nurses to provide safe and effective care for patients thus creating ethical distress. Educational interventions in the work place can effectively provide adequate solutions to these problems. The keystone between the healthcare institution and the development of a competent nurse is an effective mentor. As new nurses graduate from school and enter the health care industry they encounter many barriers that distract them from caring for their patients. With limited experience they are ill equipped to prevent ethical distress when confronted with ethical dilemmas. Educational strategies such as an adequate orientation can help a new graduate cope with the complexities of a health care industry confronted by an increase in acuity of patients, progressively more complex medical interventions, and a shortage of nurses.     

The rural nurse work environment and structural empowerment

Rural health care organizations struggle to attract and retain nurses, yet much of the research has focused on characteristics of the nurse work environment or empowerment in urban hospitals. The purpose of this study was to examine the nurse work environment in rural areas across settings by describing the relationship between structural empowerment and characteristics of the nurse work environment. Nurses ( N = 97) working in home care agencies and hospitals were surveyed. Significant differences were found between the groups, with home care nurses having significantly higher empowerment scores than medical/surgical nurses. A strong correlation was found between characteristics of the nurse work environment and empowerment. Policy makers are using evidence to guide development of policies, but much of the research has been conducted in urban hospital settings. This study begins to provide evidence that differences exist between urban and rural areas and between practice settings.