The Surge: COVID-19’s Impact on a New Radiology Nurse

This short communication show how the Covid- 19 pandemic affected the everyday life of a radiology nurse through the eyes of a new radiology nurse.     

对临床护理专家工作领域和能力要求的调查

目的了解临床一线护理人员对临床护理专家（clinical nurse specialist,CNS）的工作领域和能力要求的认知情况。方法于2006年11月至2007年3月对各级医院临床护理人员及护理管理人员100人进行问卷调查,调查表为自行设计。结果临床护理人员认为首先开始培养CNS的专科工作领域集中于心脑血管疾病、糖尿病、肿瘤,以及专科技术要求较高的工作领域。临床护理人员认为CNS的必备能力前10项主要注重于临床工作能力,但对于CNS科研、教育、管理和咨询的角色职能,尚未得到一致认同,尤其对参与科研工作、外语和计算机应用能力、为卫生行政部门提供专家意见和保持继续教育学习等指标的分值相对较低。结论临床护理人员认为首先于常见病多发病的护理领域以及专科技术要求较高的工作领域开始培养CNS,但对于CNS科研、教育、管理和咨询的角色职能,尚未得到一致认同,尤其对于科研工作的重视程度有待于进一步加强。     

护士长工作实绩申报表在护理管理中的应用

目的 :通过护士长工作实绩申报表的应用 ,实现护士长自身观念的转变、领导艺术的转变和率先垂范的作用。方法 :护理部制定护士长工作实绩申报项目及管理指标、考核细则 ,护士长自评、量化、申报并接受全面考核。结果 :加强了自我审视和评判能力 ,加强了护理部与科室之间的紧密联系 ,充分调动护士的工作热情 ,使护理质量明显提高 ,病人满意率达 99.3 %以上。结论 :使护士长的管理工作责任和目标明确化 ;管理理念人性化 ;质量检查主动化。使护理质量和病人满意度大幅度升高 ,实现了护理管理的目标。     

手术室新护士操作技能培训与考核效果评价

目的对手术室新护士操作技能培训、考核的效果进行评价。方法以在手术室工作0~6年的新护士为研究对象,成立专门的操作培训师资队伍,采用多媒体理论培训和实物操作演示培训方法,对新护士进行系统的基础护理操作和手术室专科护理操作培训和考核。结果工作3~6年的新护士专科操作和基础操作考核平均成绩均高于0~3年新护士,P<0.05;3~6年新护士专科操作、所有操作考核成绩合格率均为100%,均高于0~3年新护士,P<0.05。基础操作考核成绩合格率两者差异无显著意义。新护士操作中违反无菌原则发生率12.0%;忘记检查无菌物品的有效期发生率9.4%。结论手术室新护士操作技能的规范化培训与考核有利于新护士操作技能水平和专业素质的提高。     

Student Success Factors in a Nurse Practitioner Program

Student exit surveys are a unique means of extracting data for program evaluation. An exploratory study of 5 years of data (n = 440) from a 115-question Master of Science in Nursing student online exit survey examined whether race, sex, age, and prior work experience as a registered nurse predicted academic success. Findings indicated a statistically positive relationship between self-reported outcomes and prior registered nurse work experience. There were significant findings related to the effect of race and years of nursing experience on students’ self-reported learning outcomes. Ongoing evaluation can bring successful course redesign and curriculum transformation to students.     

Projects for Increasing Job Satisfaction and Creating a Healthy Work Environment

Workplace culture is one of the biggest factors driving employee commitment and engagement. Multiple studies have shown that hospitals will perform better over time if employees are committed to their jobs and engaged in what they do. By creating and implementing multiple projects during a three-year period, a team at the University of Florida Health Shands Hospital, Gainesville, increased job satisfaction. Projects included ensuring meal breaks were offered, creating a serenity area, developing the patient ambassador role, actively addressing bullying and unprofessional behavior, assigning a student mentee to work with staff members on culture change, offering regular fun activities, redesigning the unit, reorganizing schedules to reduce stress, implementing education and training initiatives, establishing a Unit Practice Council, and implementing reward and recognition programs. Survey results and anecdotal evidence suggest that these projects combined to increase employee satisfaction and employee retention rates.     

成批伤员抢救中护士最适宜工作年限分析

目的了解护士对自身在抢救成批伤员过程中最适宜工作年限的看法,为决策者在应对成批伤员抢救时快速地选派合适的护理人员,提高救治速度和效果提供依据。方法使用自设问卷对2007年1月—2009年1月参与过成批伤员抢救的护士进行问卷调查,包括工作压力、体力支持、心理承受力、反应灵敏度、沟通能力5个维度15个条目。结果6～15年护龄组的护士在工作压力方面明显低于0～5年和>15年护龄组护士;6～15年护龄组的护士在体力支持、心理承受力方面明显高于其余两组护士;在反应灵敏度、沟通能力方面,0～5年护龄组的护士适应度最低。结论工作年限为6～15年的护士比工作年限0～5年和>15年的护士能够更好地应对突发性卫生事件,因此,应对成批伤员抢救时选派护理人员最好是具有6～15年工作经验的护士,其他年限护士可考虑搭配选派。     

New Surprises in Very Old Places: Civil War Nurse Leaders and Longevity

While the average woman in the U.S. Civil War times lived to the age of about 40, a group of 17 extraordinary nurses--including Louisa Mae Alcott, Dorothea Dix, and Clara Barton--survived to much older ages. A variety of possible reasons, from social and marital status to altruism and religion, is explored. More than any tangible factor, however, the presence of a "pioneering spirit" seems to be at the root of their longevity.     

New Nurse Practitioner Competencies: Skill Development and Reflective Writing Rubrics

New nurse practitioners (NPs) must be safe and effective in their first job. Some new NPs have reported that they feel unprepared for transition to the NP role and that not all physicians and employers understand the NP role. Rubrics (scoring tools specifying expectations for successful performance) help ensure successful transitions to practice. Rubrics clarify performance expectations and can reduce confusion around role. Two rubrics for assessing NP performance, 1 focused on established NP role competencies and 1 on reflective writing, were developed using the novice-to-expert framework for skill development to facilitate successful transition of new NPs into practice.     

The Nurse Practitioner in Saudi Arabia: Potentials and Threats

The provision of the nurse practitioner (NP) began in the mid-1960s and is defined more clearly nowadays in many developed countries, such as the United States, Canada, United Kingdom, and Australia. Their scope of practice is legally well defined in these nations. However, the countries of the Middle East, including Saudi Arabia, face the problem of lack of enough numbers of NPs and even lack well-defined NPs’ roles and duties. Several challenges face the effective adoption of the NP title and roles in Saudi Arabia, where it cannot be identified successfully without a clear recognition, definition, scope, legislation, or a regulatory framework     

The hidden treasure in nursing leadership: informal leaders

downey m., parslow s. & smart m. (2011) Journal of Nursing Management 19 , 517–521
The hidden treasure in nursing leadership: informal leaders Aim The goal of the present article was to generate awareness of characteristics of informal leaders in healthcare with the emphasis on nurses in acute care settings. There is limited research or literature regarding informal leaders in nursing and how they positively impact nursing management, the organization and, ultimately, patient care. Identification of nurses with leadership characteristics is important so that leadership development and mentoring can occur within the nursing profession. Background More than ever, nursing needs energetic, committed and dedicated leaders to meet the challenges of the healthcare climate and the nursing shortage. This requires nurse leaders to consider all avenues to ensure the ongoing profitability and viability of their healthcare facility. Key issues This paper discusses clinical nurses as informal leaders; characteristics of the informal nurse leader, the role they play, how they impact their unit and how they shape the organization. Implication for nursing management Informal nurse leaders are an underutilized asset in health care. If identified early, these nurses can be developed and empowered to impact unit performance, efficiency and environmental culture in a positive manner.     

工作幸福感在新护士公平敏感性与人际关系困扰间的中介效应

目的 探讨新护士工作幸福感在公平敏感性与人际关系困扰间的中介效应。方法 采用便利抽样法,于2019年9—10月选取天津某三级甲等专科医院新护士作为研究对象。采用一般资料调查表、公平偏好问卷、工作幸福感量表、人际关系诊断量表对其进行调查。结果 新护士公平敏感性所有条目均分为（3.39±0.46）分,工作幸福感总分为（88.44±15.59）分,人际关系困扰总分为（12.32±4.53）分,新护士公平敏感性与人际关系困扰呈负相关,与工作幸福感呈正相关（r=-0.334,0.426,均P<0.01）;工作幸福感与人际关系困扰呈负相关（r=-0.435,P<0.01）,工作幸福感在公平敏感性和人际关系困扰间起部分中介作用,中介效应占总效应的45.5%。结论 本组新护士人际关系困扰处于中等程度水平,工作幸福感在公平敏感性和人际关系困扰间有部分中介作用,护理管理者应采取相关措施增强新护士工作幸福感,提高公平敏感性,降低人际关系困扰。